Blog
AIMEE ROSALES IS FIRM’S NEW OFFICE MANAGER
Mrs. Aimee Rosales has been promoted to the position of Office Manager. Her larger role comes after over two years of success as technical assistant for our attorneys. Aimee has extensive executive and administrative experience in the humanitarian non-profit world. We are very pleased to have her take the reins of the firm’s management and […]
ON THE HORIZON
Higher Required Salaries for Managers Nationwide? In 2016, the U.S. Department of Labor (DOL) issued a Final Rule raising the minimum salary amounts to qualify for executives, administrative, professional, outside sales and computer employees overtime exemption under the Fair Labor Standards Act (FLSA). It would have more than doubled the amount that employers had to […]
PHONING IT IN
California Employers Must Pay Wages for Required Call-In to Confirm Day’s Work Schedule Employers who require workers to call in to ascertain whether they are needed for a scheduled work shift will now need to rethink this practice. California Industrial Welfare Commission (IWC) publishes “wage orders” containing regulations on wages, breaks, record-keeping and other working […]
LORETTA GARDEA IS FIRM’S CLIENT SERVICES REPRESENTATIVE
Ms. Loretta Gardea has joined the firm as our client services representative. Loretta has an extensive background in customer relations as well as experience with sales, marketing and product development. Loretta also speaks Spanish. She has an A.A. in Liberal Arts from Bakersfield College, was a foreign language major and attended Nevada School of Real […]
SAFETY SAFEGUARDED
Required Injury and Illness Recordkeeping and Posting in California California law requires most employers who have had more than 10 employees on payroll during the last calendar year to keep illness and injury records for each worksite. Covered employers must also conspicuously post at each worksite an annual accident and injury summary for the prior […]
VALERIE CHAVEZ IS THE FIRM’S DIRECTOR OF PROMOTION AND MARKETING
Ms. Valerie Chavez now our firm’s director of promotion and marketing. Valerie comes to us with a background in service industry management, with experience and appreciation for client communications and security. She has pursued study in justice administration at Pasadena City College and is looking to continue her education within the legal profession. We welcome […]
GENEVA WHITE IS NOW A FIRM TECHNICAL ADMINISTRATIVE ASSISTANT
Geneva White has joined the firm as a technical administrative assistant. Geneva comes to us with a background in public relations with former positions in commercial marketing design as well as full-time humanitarian non-profit work. She has studied at New York’s The New School for Social Research and Parsons School for Design. Geneva is also a […]
WHAT’S NEW FOR 2019 INDUSTRY WAGE ORDERS UPDATED FOR CALIFORNIA MINIMUM WAGE INCREASES
Don’t Forget to Post Your New California Wage Orders California employers must comply with one or more of the 18 California Industrial Welfare Commission’s (IWC) published “wage orders” applicable to their industry or profession. For example, Wage Order 1 applies to the manufacturing industry; Wage Order 4 to professional, technical, clerical, mechanical and similar occupations; […]
CAUTIONARY TALES EPISODE 25 RUBBER CHECKS AND UNPAID WAGES REBOUND ON CONSTRUCTION COMPANY
In another rebuke to the construction industry, the Labor Commissioner has cited RDV Construction, a Los Angeles County subcontractor, $12 million for wage theft violations involving more than a thousand workers. The Carpenters Contractors Cooperation Committee, a non-profit labor-management organization, assisted in bringing those violations to light. RDV provided crews on 35 mixed-use, apartment, and […]
DFEH CHARGED SAN DIEGO CREDIT UNION WITH FAILING TO ACCOMMODATE DISABLED EMPLOYEE
The California Fair Employment and Housing Act (FEHA) requires employers with five or more on payroll to engage in an “interactive process” with a worker requesting disability-related accommodation. The employer must have timely, good faith and ongoing discussions to explore if and how to reasonably accommodate the physically or mentally disabled worker’s ability to perform the essential functions of his or her job. Failure to do so can be a costly error.