Archive for the ‘Employment Law’ Category
WHAT’S NEW IN 2020 TIME’S UP, EXTENDED
Longer Three-Year Deadline For Initiating Discrimination Claims Targets of workplace discrimination, harassment and retaliation prohibited by California’s Fair Employment and Housing Act (FEHA) now have three years (up from the previous one year) to file a claim with California’s Department of Fair Employment and Housing (DFEH) against the subject employer. A person claiming such wrongful […]
WHAT’S NEW IN 2020 CALIFORNIA PROHIBITS MANDATORY EMPLOYEE ARBITRATION AGREEMENTS
Arbitration is a form of private dispute resolution that takes the place of a lawsuit and court trial. Arbitration has many business-related advantages, including a more efficient, less-public process than the often-prolonged procedures of the court. Thus, employers often favor this alternative. California Labor Code section 432.6, effective January 1, 2020 as part of Assembly […]
WHAT’S NEW IN 2020 CALIFORNIA MINIMUM WAGE RATES
On January 1, 2020, California minimum wage will increase to $12.00 for small employers with 25 or fewer employees and to $13.00 per hour for larger employers with 26 or more employees. These rates continue to increase annually until they reach $15.00 per hour in 2022 for larger employers and in 2023 for those with […]
WHAT’S NEW IN 2020 PHYSICIANS & SURGEONS NEW 2020 OVERTIME EXEMPTION RATES
California Labor Code section 515.6 exempts certain licensed physicians and surgeons from overtime compensation if they receive set minimum hourly compensation. Effective January 1, 2020, the California Department of Industrial Relations is increasing the minimum from $82.72 to $84.79 per hour, effective January 1, 2020. To avoid California’s requirements to pay overtime premium rates after eight hours worked in a day […]
WHAT’S NEW IN 2020 THAT’S FINAL, TENTATIVELY
Barring Successful Court Challenge, Federal Overtime Exemption Will Require Higher Salaries January 1, 2020 In 2016, the U.S. Department of Labor (DOL) issued a “Final Rule” more than doubling the minimum salary amounts for certain workers – administrative, executive, and professional, employees, as well as “highly compensated employees” (HCE) to qualify for overtime exemption under […]
WHAT’S NEW IN 2020 THE ROAD TO INFANT IMMORTALITY
Expanded State Approval Powers Over “Baby” Entertainers California has long regulated the “employment” of infants in the movies. Labor Code 1308.8 bans babies under 15-days old while requiring physician certification for our “older” new arrivals (aged 15-days to “under one month”) to work on any “motion picture set or location.” Beginning January, 2020, Assembly Bill […]
BULLET DODGING PART 5
The Referral Agency Exception To California’s Strict Independent Contractor Definition When new Labor Code section 2750.3(g) goes into effect on January 1, 2020 as part of Assembly Bill (AB) 5, certain types of referral agencies may be able to avoid classifying associated service providers as employees under the uber-strict Dynamex ABC standards. See, California’s Independent […]
MEET THE FIRM: LAW OFFICES OF TIMOTHY BOWLES
Founded in 1998, we are a boutique firm representing employers exclusively, located in the heart of Old Town Pasadena, California. We work from two stark facts in the business world. First, executives and administrators can become their own worst enemies out of misconception or ignorance of constantly evolving workplace laws. Second, and particularly in lawsuit-happy […]
BULLET DODGING PART 4
Building Subcontractors’ Exemption From the Strict New Limits on Who is “Independent” When new Labor Code section 2750.3(f) goes into effect on January 1, 2020 as part of Assembly Bill (AB) 5, it will be possible for builders to exempt their sub relationships from the new highly restrictive Dynamex ABC standard for independent contractor classification. […]
BULLET DODGING PART 3
Effective January 1, 2020, a portion of Assembly Bill (AB) 5 — new Labor Code section 2750.3(e) — exempts bona fide business-to-business contracting relationships from the ultra-strict Dynamex “ABC” test for independent contractor classification.