Uncategorized « Law Offices of Timothy Bowles | Top Employment Law Firm in Los Angeles

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OUT-OF-POCKET PROCEDURE
Business Expense Reimbursement Policy

California law requires employers to reimburse employees for all necessary work-related expenses. Courts broadly interpret this law to fully protect workers from being forced to cover their employers’ operating costs. At a minimum, an expense reimbursement policy should specify that the company will repay its employees for all reasonable and necessary business-related expenses, such as: Purchase of […]

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TIME OFF MOURNING
California Requires Bereavement Leave

Assembly Bill (AB) 1949, effective January 1, 2023, requires private employers of five or more people and all public employers to provide five days of bereavement leave to employees upon the death of a child, parent, sibling, grandparent, grandchild, domestic partner, or parent-in-law. The leave days must be taken within three months of the death […]

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HANDBOOK HELPER EPISODE 15
SOCIALLY ACCEPTABLE Social Media Policy

Starting with well-drafted policy, employers should clearly define acceptable and unacceptable social media usage to ensure employees do not impermissibly disclose confidential company information, infringe third party intellectual property rights, or harass and discriminate against others. To comply with the National Labor Relations Act (NLRA), such policies should avoid potentially discouraging employees from discussing terms […]

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LAYING DOWN THE LAW
Workplace Policy Handbook & Forms for 2023

Clear, written employee policies assist employers and employees to navigate the rocks and shoals of California employment law. Once again, our state is modifying and expanding Labor Code standards for the new year requiring, once again, revised workplace protocols for full compliance. Place your order now for our suitably upgraded “hire-to-fire” forms and template employee […]

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WHAT’S NEW IN 2023
Covering Employment Legal Essentials and New Workplace Laws

Now’s the time to secure your spot for our virtual sessions on “what’s new” in California employment law for 2023. The all-day session – offered on two dates — includes, among much more: Hiring process, including applications, interviews, and testing; Discipline and termination; The essentials of written employment agreements, including restrictions on mandatory arbitration; Discrimination, […]

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WHAT’S NEW IN 2023
TOTAL TRANSPARENCY

Currently, Labor Code 432.3 requires employers to provide the pay scale, i.e., the range of hourly or salary rates, to an applicant if requested after an initial interview.

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THREE-PEAT PLUS ONE!

For the fourth year running, Law Offices of Timothy Bowles is Best of Pasadena’s best law firm. Thanks to everyone who voted and supported us. We are pleased to continue to provide experienced and trustworthy guidance to business navigating the difficulties of California employment law.

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WHAT’S NEW IN 2023
COMPUTER SOFTWARE PROFESSIONALS OVERTIME EXEMPTION RATES

California Labor Code section 515.5 exempts certain computer software professionals from overtime compensation upon receipt of specified minimum compensation.

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LIVE TRAINING
Mandatory Sexual Harassment Prevention Training

Every two years, employers with five or more on payroll must provide at least two hours of classroom or other effective interactive sexual harassment prevention training and education to all California supervisory employees and at least one hour of such training to all nonsupervisory employees working on-site or remotely within California.

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CAUTIONARY TALE EPISODE 60
“LIENING” ON EMPLOYERS

The car wash industry is a frequent target of the Labor Commissioner. A 2017 enforcement action against Classic Castle Car Wash, Inc. (Classic Castle), owner of two car washes in Long Beach, ultimately resulted in a judgment of $282,000 for unpaid overtime, minimum wage, reporting time, liquidated damages and waiting time penalties in 2020.

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