Are there are any “predictive scheduling” requirements under California law? Can California employers change schedules for employees without notice? These are some of the questions I’ve dealt with lately about scheduling requirements in California. This Friday’s Five reviews five issues California employers should understand about regulations pertaining to setting and changing schedules under California law:
A common question posed to me this past week was what types of lawsuits should employers be concerned about once the economy begins to reopen. I figured that the California economy is slowly reopening, so I should start writing my Friday’s Five lists again – so here are the top five areas of concern I
On March 15, 2020, Governor Newsom called upon all bars, wineries, nightclubs, brewery tap rooms and other alcohol related venues to close. While the order is not legally enforceable, employers in the state need to decide if they are going to close, and plan for potential closures in the near future. California employers need
Are there are any “predictive scheduling” requirements under California law? Can California employers change schedules for employees without notice? These are some of the questions I’ve dealt with lately about scheduling requirements in California. This Friday’s Five reviews five issues California employers should understand about regulations pertaining to setting and changing schedules under California law:
Fires are again affecting California and Los Angeles. As of this morning, October 25, 2019, 50,000 people have been evacuated in northern Los Angeles County due to the Tick fire. Given the evacuations and electrical grid shutdowns by Pacific Gas & Electric to prevent power lines from starting fires, employers need to understand their obligations
On February 4, 2019, a California Court of Appeal ruled that employees calling their employer to determine if they must come into work is considered reporting to work, and reporting time pay is owed to the employee if they are not required to work that day. The case is Ward v. Tilly’s, Inc. from the
California employers need to routinely need to review their policies and practices to make sure they are complying with intricacies that may arise in their work place. In law school, attorneys-to-be are taught to “issue spot,” and the unfortunate litigation landscape that faces California employers, business owners and their supervisors must also “issue spot” and
This week’s Friday’s Five covers five huge misconceptions about California employment law that can land employers into huge legal trouble:
1. Meal and rest breaks seem so trivial.
The topic may seem trivial for companies that have not faced this litigation before, or for out of state employers who wrongly believe California cannot be much
With the fires effecting large portions of Southern California and Los Angeles this week, it is a good time to review some of the obligations employers have in regards to pay and leave issues during times of natural disasters. The picture above is one I took showing the smoke covering the northern part of
California employers cannot forget about detailed employment provisions such as reporting time pay. Given the natural disasters facing California recently, I was interviewed on public radio about employer’s obligations during times of emergencies and natural disasters. So I thought this Friday’s Five would be a good reminder about when employers need to pay reporting time