Effective January 1, 2019, California once again is raising the minimum wage. Don’t forget to inform your nonexempt employees of the new change in their wage, should it apply, in writing within 7 calendar days of making the change! For employers with 26 or
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Over the past ten or so years, there has been a proliferation of class action law suits filed against numerous companies, including many trucking and bus companies, claiming wage and hour pay violations. These cases are devastating in that they allow the plaintiff
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Individuals Also Liable As Employer for Wage and Hour Claims — Even PAGA. In a recent case, the California Court of Appeal held that individuals who cause a violation of overtime or minimum wage laws can be held individually liable, regardless of
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As the leaves begin to fall and the weather turns colder, California employment law is becoming increasingly burdensome for employers as it relates to sexual harassment in the workplace. There is a chill in the air as it relates to some new bills just
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As a business idea develops from a concept to start-up, there are a progression of steps a founder can take to help their Company’s overall success and sustainability. For example, in the initial stages of growth, the owner should make sure the Company is
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Cal/OSHA passes the Hotel Housekeeping Musculoskeletal Injury Prevention regulation that took effect on July 1, 2018. This new regulation requires affected employers to perform an initial worksite evaluation by October 1, 2018. If you employ housekeepers you must now have: procedures to identify and evaluate
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As the summer heat intensifies, so does your obligation to protect your employees from heat-related illnesses. If you have employees who work outdoors, you are required to provide them with recovery periods of 10 minutes at least once every four hours. A ‘recovery period’ is
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New employment policies went into effect on July 1, 2018, that “limit or prohibit the use of any language” in the workplace are presumed to be unlawful. This means that English-only policies are presumed to violate California law unless: “(A) [t]he language restriction is justified by
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Yesterday, the California Court of Appeal found that an employer is not liable for injuries to third-parties that are caused by an employee driving their personal outside the scope of his/her employment, so long as there is no benefit to the employer. Employers
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