Last month, the Equal Employment Opportunity Commission (“EEOC”) issued new guidelines on national origin discrimination.
Last week, the Internal Revenue Service (“IRS”) issued updated standard mileage rates for businesses to use for calculating the costs incurred by employees when driving a car for business purposes.
Most people resign themselves to putting on a few extra pounds during the holiday season. But waistlines are not the only things that experience a temporary holiday bulge.
New regulations issued by the California Department Of Fair Employment and Housing add significant new obligations and restrictions on California employers regarding the hiring and continued employment of transgender individuals.
Governor Brown recently signed into law several significant employment-related bills. This issue of Compliance Matters is dedicated to summarizing these new laws, most of which go into effect on January 1, 2018.
A recent lawsuit the Equal Employment Opportunity Commission (“EEOC”) filed against cosmetics company Estée Lauder reveals a new twist on how a well-meaning employer is vulnerable to a lawsuit over parental leave.
Since January, the California Department of Fair Employment and Housing has issued three important new employer Regulations on the following subjects: (i) when and how and employer may use criminal history information when evaluating job applicants and employees; (ii) transgender employee rights in the workplace; and (iii) workplace harassment prevention obligations.
If you have never heard of “predictive scheduling,” read on. The concept, which refers to the legal requirement of providing employees advance notice of their work schedules (and any changes to those schedules), has picked up steam in several cities and states, including California.
On August 14, 2017, California’s Office of Administrative (“OAL”) law approved emergency regulations that address a conflict between current regulations governing gender-neutral restroom signage.
By now, you’ve likely heard about the former Google employee, James Damore, who was recently fired for authoring a controversial 10-page memo questioning Google’s approach to diversity and inclusion in the workplace.
On June 30, 2017, San Francisco Mayor Ed Lee signed the city’s new “Lactation in the Workplace Ordinance.”
In 2004, the California legislature passed the Private Attorneys General Act (“PAGA”) to remedy what the legislature perceived as systemic under-enforcement of the state’s many worker protections.
California’s Domestic Violence Law provides protections for employees who are victims of domestic violence, sexual assault, or stalking.
New regulations slated to go into effect on July 1, 2017 will severely limit the rights of a California employer to use or solicit information about the criminal history of a job applicant or employee.
California employers are covered under both federal and state so-called “equal pay” legislation.
In this issue of Compliance Matters, we discuss two recent National Labor Relations Board cases addressing employees who were fired for having publicly criticized their employers.
Thanks to what’s now become a confusing patchwork of federal, state and local minimum wage requirements, that’s not an easy question to answer.
Many employers may be surprised to learn that employees must generally be given at least one day off out of seven.
Some good news for Franchisors. In the case of Salazar v. McDonald’s Corp., a federal District Court recently ruled that McDonald’s Corp.
During the Obama Administration, the United States Department of Labor (DOL) began a rule making process to update and increase the minimum salary needed for a person to qualify for an overtime exemption under the federal Fair Labor Standards Act.
In December 2016, we issued a Compliance Matters newsletter outlining Los Angeles’ new Fair Chance Initiative for Hiring Ordinance, also known as the “Ban the Box” ordinance.
Late last year, Congress made permanent the provisions of a four-year pilot program to provide protection for “whistleblowers” working for federal contractors and their subcontractors.
In a case of first impression involving commissioned sales employees, the California Court of Appeal recently held that commissioned employees must be paid hourly at the minimum wage for time spent on paid rest breaks or other non-sales duties.
Effective March 1, 2017 all “single-user toilet facilities” in any business establishment, place of public accommodation, or state/local government agency must be identified as available for use by all genders.
The United States Citizenship and Immigration Services (U.S.C.I.S) has developed a new Form I-9 that all employers must begin using on January 22, 2017.
Last month, the U.S. Equal Employment Opportunity Commission (“EEOC”) issued a resource document explaining the “important protections” the Americans with Disabilities Act affords to individuals with mental health conditions in the workplace.