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State and federal wage and hourlaws don’t require private employers to provide employees with paid holidays, close their business on a holiday or a pay a premium to employees for working on a holiday — you’re free to set your own policy for holiday pay and time off.
Brinkerhoff, an associate in the Las Vegas office of law firm Holland & Hart LLP, offered her tips at BLR’s Advanced Employment Issues Symposium, held recently in Las Vegas. Recent Joint-Employer Test—National Labor Relations Board. Use contracts that specify the employment relationship and the factors of that relationship.
Imagine my surprise then when I found the following: California Employees Must be Paid Immediately at the Time of Discharge: In California, if an employer discharges an employee, the wages earned and unpaid at the time of discharge are due and payable immediately. 9 an hour and going to $10 in 2016.
CalChamber’s new white paper explains important changes to employmentlaw. It’s already been a busy 2016 for employers, with lots of action from the California Legislature, federal and state agencies, local governments and our courts. Discrimination and Harassment. Working Conditions and Workplace Safety.
Employmentlaws continue to evolve, and 2018 will usher in some big changes in two of our most populous states, California and New York. The HR world is abuzz with all the implications of implementing New York state’s paid family leave legislation and California’s ban-the-box law, both of which went into effect January 2018.
Wage theft refers to infractions of the California Labor Code involving the payment of wages to worker. A Los Angeles restaurant has been ordered to pay $519,706 for wage theft violations uncovered by the California Labor Commissioner’s Office. Shifts generally lasted seven hours. Shifts generally lasted seven hours.
The business owner was placed on probation and must complete 150 hours of community service in addition to paying back wages and other costs. The City of Santa Monica has announced its first conviction for violation of the city’s minimum wagelaws. Additionally, the owner must perform 150 hours of community service.
Employers must post the proper and updated Wage Order in their workplaces. The California Department of Industrial Relations (DIR) recently updated most of the Wage Orders to reflect the 2017 and 2018 increases in the state minimum wage. The updated Wage Orders include Wage Orders 1 through 13, 15 and 16.
Governor Brown signed significant employment-related legislation into law for 2016. For clear explanations of your employer obligations, take a seat at one of CalChamber’s 2016EmploymentLaw Updates seminars in January. 2016EmploymentLaw Updates Seminar.
The California Chamber of Commerce today released the list of new employmentlaws scheduled to take effect in 2016 or earlier that will have an impact on businesses in California. Another Minimum Wage Increase. The CalChamber also reminds employers that the minimum wage increases on January 1, 2016, to $10 an hour.
2015 was another historic year for federal wage and hour lawsuits, and it’s predicted that 2016 will be no different. Since wage and hour litigation is booming, we were compelled to turn the magnifying glass on some of the most recent and prolific wage and hour lawsuits to learn from their lessons.
faces a huge fine for allegedly violating Los Angeles City’s minimum wage. Penalties just got very costly for Los Angeles employers. The Los Angeles City Attorney’s Office and the City’s Office of Wage Standards (OWS) announced this week that they are demanding $1.45 million in penalties from Carl’s Jr. Tough Penalties.
When it concerns wage-and-hourlaws, California requires more of employers than at the federal level. Your compliance goes beyond paying employees minimum wage and overtime. There are a number of pay issues that affect California employers, so it’s important to understand your legal requirements.
The 2016 legislative session produced new laws affecting California employers’ day-to-day operations and policies in 2017 and beyond. Some of the new laws, such as the minimum wage increase, make significant changes to California’s legal landscape. Register now! to 12:00 p.m.
Thus, today, you get a substantive post about employmentlaw, rather than a terse, “Thanks for reading, suckers!” ” Send Off. This will encourage similar actions in 2016. There were more wage and hour cases filed in 2015 than all other categories of lawsuits. I say that with peace and love.
The City of Los Angeles has a mandatory paid sick leave (PSL) law which is part of its minimum wage ordinance and which has been in effect since July 1, 2016, for employers with 26 or more employees. The Los Angeles PSL ordinance will begin to apply to employers with 25 or fewer employees on July 1, 2017.
On March 20, the Baltimore City Council voted 11-3 to approve a bill that would raise the city’s minimum wage to $15 an hour by 2022. If ultimately enacted, the minimum wage would be the highest in Maryland. Under the proposed legislation, the minimum wage for employees working in the city would rise to $15 an hour by 2022.
On May 19, 2015, two California cities moved forward with large minimum wage hikes. Los Angeles Minimum Wage May Rise To $15 By 2020. The Los Angeles City Council voted on a plan to incrementally raise the minimum wage to $15 per hour by 2020. per hour – will take effect in July 2016. Not a member?
Quite a few employment-related bills have passed the Legislature. Five bills that could significantly affect California employers are on the Governor’s desk awaiting review and action. In addition, the bill carries the threat of litigation for employers. October 15 is the last day for the Governor to act.
The class was essentially a primer on the basics of employmentlaw, during which I emphasized both the types of claims on which paralegals may assist clients, and the employment-law issues that the audience may encounter for themselvesat work. The FLSA requires that employees receive minimum wage of not less than $7.25
Do you have the same compliance concerns as the employers in this survey? Over the past year, employers’ compliance challenges increased significantly thanks to both an uptick in federal employmentlaw enforcement, and the growing “patchwork” of state and local requirements, according to the 2019 Littler Annual Employer Survey.
Minimum wage increases will affect numerous states across the country in January 2017. Under the Fair Labor Standards Act (FLSA), the current federal minimum wage is $7.25 per hour, but the FLSA does not supersede any state or local laws that are more favorable to employees. per hour on January 1, 2018.
Learn what you need to know to prepare for the new federal overtime rule when you join CalChamber’s employmentlaw experts online on October 20. Until recently, most California employers only needed to adjust their payroll systems and overtime rates when California’s minimum wage rates increased.
Department of Labor (DOL) announced that it will publish a Request for Information (RFI) relating to the federal overtime rule, which defines who is exempt from minimum wage and overtime requirements under the Fair Labor and Standards Act (FLSA). The RFI also seeks information on how the 2016 rule announcement affected employers.
California Employers: If you’re not up to date on new employer obligations for 2016, don’t miss CalChamber’s live webinar on January 29. Properly implementing last year’s paid sick leave law still presents a stumbling block for employers. The webinar will clarify ammendments made to the law in July 2015.
The Fair Labor Standards Act (FLSA) requires workers to be paid overtime if they work more than 40 hours a week. However, since the law’s passage in 1938, certain employees have been exempted from this requirement. You will notice that the new wage limit announced by the DOL is over double the previously established limit of $23,660.
As the new year approaches, businesses are struggling to find current information on new laws and their new responsibilities,” said Larry Dicke of HRUSA. Recently, with the help of Weintraub Tobin, HRUSA published white papers on new laws and noteworthy new legislation for 2016 including: Wage and Hourlaws.
Misclassifying nonexempt employees as exempt from overtime is one of the most common and costly class-action lawsuits against employers. Also consider the California Labor Commissioner’s increased wage-and-hour enforcement efforts — a top priority these days. Date: Thursday, April 21, 2016. Time: 10 a.m. –
Webinar on Thursday, September 15, 2016. Have you designated your California worker as an independent contractor or employee, and do you know the difference under California law? Costly Mistakes Employers Make. Date: Thursday, September 15, 2016. Register online or call (800) 331-8877 for more information.
Employers cannot require that workers in California remain “on call” during mandatory rest breaks, the state’s Supreme Court has determined. California generally requires that employees take a 10-minute rest break for every 4 hours worked. The court first looked to California Wage Order 4 , which requires meal and rest breaks.
Today’s goal: Strive to be the type of employer that engenders this type of loyalty in your employees. Friends Do NOT Let Friends Engage in Harassing Conduct — via Jonathan HR Law. I’m just going to leave some not-so-subtle hints here about how to up your company’s harassment-training game — via Eric Meyer’s The Employer Handbook Blog.
Department of Labor (DOL) seeks greater protection for certain lower-paid executive, administrative and professional (“white collar”) employees who are currently exempt from overtime, though likely work more than eight hours a day (in select states) or forty (40) hours each week. If not, the employer must prove that they are exempt.
Most employers are probably aware that communications with their attorneys for the purpose of obtaining legal advice are protected under the attorney-client and work-product privileges. The court ruled that Ryan would be required to testify about facts related to Jim’s case that were learned during his investigation.
Auto service advisors at a Los Angeles Mercedes-Benz dealership sued alleging that the dealership failed to pay them overtime when they worked more than 40 hours per week. The Court also rejected the notion that the FLSA exemptions should be narrowly construed against employers. Navarro , No. 16-1632 (April 2, 2018) ).
Employers and others have until September 25 to submit comments to shape the rule governing which workers are eligible for overtime pay. Once the deadline passes, employers will face a waiting game before learning what changes may be in store. In late July, the U.S. It would have added approximately 4.2
A car wash company provided its employees with a handbook setting forth its employment policies. The handbook was written in both English and Spanish, it required arbitration of employment disputes, and it denied an employee’s right to bring an action under the California Private Attorneys General Act (PAGA). A Nice Clean Job.
In this session, you will learn the most important steps you can take right now to train your employees on effective cybersecurity awareness, to place your company in the best position to protect against a costly data breach. Join me and other industry for Elevate 2016 on November 10th. Wage & Hour.
According to The Project: Time Off Coalition : 40% fear the mountain of work they’ll face when they return to work. I will be, more or less, off the grid enjoying my time off. I’ve already submitted my nominations, as the Labor & Employment Blawgosphere has a wealth of worthy blawgs from which to choose. days unused.
A photo posted by Jon Hyman (@jonhyman) on May 31, 2016 at 3:30pm PDT. Each meeting is an opportunity for her to learn (at the tender age of 10) about grace and humility in the face of fame (or otherwise), and CB certainly did not disappoint. Lawsuit: drive-through-only hours at McDonald’s violate ADA — via Walter Olson’s Overlawyered.
In part one of this article, we focused on how the Equal Employment Opportunity Commission (EEOC) has become more aggressive in its whistleblower enforcement efforts. OSHA issued new guidance in an updated field enforcement manual that took effect January 28, 2016. Maciel, Esq. and Dan Deacon, Esq., Conn Maciel Carey .
I made the mistake of playing with my mom, and let’s just say that I learned some things that a child should never know about his mother, no matter their respective ages. via Minnesota Employer Are No Re-Hire and No Re-Apply Clauses Unlawful? — It’s a very adult version of Apples to Apples.
A video posted by Jon Hyman (@jonhyman) on Apr 5, 2016 at 4:42pm PDT Here’s what I read this week: Discrimination Does Title VII Protect Against Sexual Orientation Discrimination? I’m pretty excited for my daughter’s next School of Rock performance. via Illusive Blog Is your website accessible to all job applicants? —
Deanna Brinkerhoff, an associate in the Las Vegas office of law firm Holland & Hart LLP, offered her tips at BLR’s Advanced Employment Issues Symposium, held recently in Las Vegas. Day laborers: Workers are picked up by employers to work for the day. Ensuring proper training on equipment and processes.
In general terms (I’ll get a little more specific below), the Blacklisting rules require prospective federal contractors and subcontractors to disclose anything that may appear on a laundry list of labor-and-employment-law faux pas. In 2014, President Obama signed the Fair Pay and Safe Workplaces Executive Order.
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