The second half of 2015 included several incidents in California involving school closures due to terrorist threats. Most notably, on December 15, 2015, the Los Angeles Unified School District had a city-wide school closure after the District received a suspicious email regarding a potential terrorist threat.
Labor law watchdog agencies have been grappling with a difficult question: how best to protect workers employed through labor sharing arrangements such as employee leasing, subcontracting and third party staffing agencies.
A couple of weeks ago, the state’s job bias agency (the California Department of Fair Employment and Housing or “DFEH”) published a guidance titled “Transgender Rights In the Workplace” to educate the public about the rights of transgender employees and job applicants to be protected against illegal job discrimination.
Yesterday morning, Governor Brown signed into law significant increases to the minimum wage rate for California employers.
The California Industrial Welfare Commission Wage Orders contain a number of requirements governing employee wages and working conditions which must be followed.
The City of Los Angeles Minimum Wage Ordinance (“Ordinance”) was recently amended to include mandatory paid sick leave benefits.
San Diego jumped on the paid sick leave bandwagon, joining the ranks of Los Angeles, San Francisco, Oakland, Emeryville, and Santa Monica when voters approved the San Diego Earned Sick Leave and Minimum Wage Ordinance (“SD Ordinance”) on June 7, 2016.
Last year, we reported upon the significant changes which the California legislature made to the job bias law known as the Fair Pay Act ( CLICK HERE).
Late last week, the California Supreme Court issued another huge blow to employers in an important case involving state mandated rest breaks.
The Los Angeles City Council recently voted 12-1 in favor of adopting the Los Angeles Fair Chance Initiative for Hiring, also known as “Ban the Box.”
Background. Most of the federal and state overtime exemptions only apply to employees who are paid on a salary basis.
Last year, we detailed the significant changes California made to the Fair Pay Act.
One of the many new laws signed by Governor Brown was AB 1843 which limits what employers can ask job applicants concerning their criminal history.
A federal judge issued a preliminary injunction to block implementation of the new FLSA overtime rule slated to go into effect on December 1, 2016, which would require employers to pay salaried exempt employees a minimum salary of $47,476 per year.
In recent years, California courts have seen a tremendous increase in employment litigation filed by individuals performing work in a person’s home.
One of the new labor laws going into effect on January 1, 2017 gives immigrant job applicants a potent new weapon to sue their employer for stiff penalties for committing specified Unfair Immigration Related Practices when securing or updating I-9 Forms.
The Governor recently signed new legislation that will provide greater protection for agricultural employees who work any overtime hours.
As we previously reported the San Diego Earned Sick Leave and Minimum Wage Ordinance (“SD Ordinance”) was approved by voters on June 7, 2016 and was effective July 11, 2016.
Employee leave of absence issues are among the most common and trickiest situations that employers face.
It is commonplace in 2016 for employers to require their employees to sign an agreement promising to arbitrate employment claims in lieu of taking the employer to court.
The Equal Employment Opportunity Commission (“EEOC”) is the federal agency tasked with enforcing the workplace bias rules found in Title VII of the Civil Rights Act of 1964
Back in 2004, California adopted a novel approach to enforcing Labor Code violations when it enacted the Private Attorneys General Act (“PAGA”).
As we previously reported San Diego voters approved the San Diego Earned Sick Leave and Minimum Wage Ordinance (“SD Ordinance”) on June 7, 2016.
Starting July 1, 2016, employers located within the City of Los Angeles, as well as those located outside the City who have employees working at least 2 hours in any week within the geographic boundaries of the City of Los Angeles MUST comply with the City’s new minimum wage ordinance (“Ordinance”).
On May 18, 2016, the U.S. Department of Labor (DOL) issued its long awaited regulations which more than double the minimum salary requirement for employees to be deemed “exempt” from federal overtime requirements under the law known as the Fair Labor Standards Act (FLSA).
The state’s job bias agency (the California Department of Fair Employment and Housing or “DFEH”) recently announced revised regulations that will require most employers in the state to issue new workplace anti-discrimination and harassment policies by April 1, 2016.
We always like to share good news. First of all, the Firm has a new partner. Additionally, several of the Firm’s lawyers have been singled out for special recognition as being tops in their field on the list of Southern California Super Lawyers by their peers.
Most employers and their counsel give little thought to the 81 year old National Labor Relations Act. And why would they, they ask, since that law only pertains to businesses which are unionized or under the threat of becoming union, correct? Actually, that’s 100% wrong.
The Occupational Safety and Health Administration (OSHA) requires certain covered employers to prepare and maintain records of workplace injuries and illnesses.
In 2014, the California State Legislature passed a law that aims to prevent workplace violence in the health care industry. They picked this industry to regulate because statistics show that a worker in health care is nearly five times more likely to be the victim of a violent act at work than the average worker in all other major industries combined.
Effective January 1, 2016, the IRS standard mileage reimbursement rate is 54 cents per mile. This number decreased from 57.50 cents per mile set in 2015 due to the lower cost of gasoline.