Archive for the ‘Uncategorized’ Category
LIVE AND LET LIVE
Preventing Political Backlash In the Workplace California employers must not discriminate or retaliate against workers based on political activities, affiliations or speech. California Labor Code section 1101 bans employers from making, adopting or enforcing any rule, regulation or policy that: (i) forbids or prevents employees from engaging or participating in politics, including running for public office; or (ii) […]
WHAT’S NEW IN 2021 CALIFORNIA’S NEWEST INDEPENDENT CONTRACTOR LAW PART 4
Amateur Umpires and Referees Among Expanded “Specified Occupations” Exceptions to Strict Test Purely a product of the political process, Assembly Bill (AB) 2257– through Labor Code section 2783 – has expanded exemptions from the severe “ABC” independent contractor classification test for specific industries/licensed professionals. See, Dodging the Bullet – The Industries and Professions Not Subject to California’s New Independent Contractor Restrictions (October 9, 2020). […]
CAUTIONARY TALE EPISODE 38 FOOD FOR SECOND THOUGHT
Cal/OSHA Fines Supermarkets For COVID-19 Violations On September 30, 2020, Cal/OSHA announced substantial fines against five Los Angeles area supermarkets for failing to update their safety measures adequately to protect their workers from COVID-19. The fined markets, all owned by Kroger Company, were Ralphs stores in Culver City, West Hollywood, Sherman Oaks, and Studio City, […]
WHAT’S NEW IN 2021 CRIME LEAVE SPREADING
California’s Broader Protections for Victim-Related Employee Time Off Effective January 1, 2021, California workers will have expanded protection for crime victim-related leaves. Assembly Bill (AB) 2992. Labor Code section 230 currently prohibits any employer, regardless of size, from terminating, discriminating or retaliating against an employee who is a victim of domestic violence, sexual assault, or stalking, […]
PANDEMIC EMERGENCY LEAVE
“Families First” Rules Continue to Evolve In response to a recent New York court ruling more favorable to employees, the Department of Labor (DOL) reaffirmed, revised and/or further explained the Families First Coronavirus Response Act (FFCRA) rules and frequently asked questions. Effective September 16, 2020 the regulations clarify: Leave Available Only When Work Available: Any type […]
UPDATE CALIFORNIA COVID PLAN B
Tier assignments as of August 31, 2020 “Blueprint” Workplace Return Improving Conditions Statewide California’s Plan for Reducing COVID-19 and Adjusting Permitted Sector Activities to Keep Californians Healthy and Safe, or the “Blueprint for a Safer Economy,” effective August 31, 2020, is the state’s second major attempt at statewide business pandemic recovery guidelines. See, California COVID […]
OVER THE HORIZON
Broader “Worker-Friendlier” COVID Leave Criteria? The Families First Coronavirus Response Act (FFCRA), effective April 1 to December 31, 2020, requires most businesses with fewer than 500 employees to provide: ● two weeks emergency paid sick leave benefits for employees who cannot work or telework for any one of six COVID-19 related reasons; and ● up to 12 weeks […]
ONE BIG SCRAPPY FAMILY
California’s Coronavirus Response Statewide and Local August 7, 2020 The saga continues. After a month or more of eased restrictions, California’s “Statewide Public Health Officer Order” (July 13, 2020) required all counties to close indoor operations for • dine-in restaurants, • wineries and tasting rooms, • movie theaters, • family entertainment centers (for example: bowling alleys, miniature golf, […]
WORKPLACE DISCRIMINATION IN A PANDEMIC
California’s Updated COVID-19 FAQs Call for Careful Decision Making California employers must follow COVID-19 health and safety guidances including those from the federal Centers for Disease Control (CDC), the California Department of Public Health, and the California Division of Occupational Safety and Health (Cal/OSHA). Employers with five or more on payroll must also avoid violating […]
MINISTERS AND MESSENGERS
Supreme Court Removes Discrimination Protections for a Wide Range of Church-Affiliated Employees To a degree, the First Amendment shields religious institutions from government involvement in employment disputes. The U.S. Supreme has recently broadened that protection to potentially place hundreds of thousands of parochial school teachers and other church-affiliated workers outside the reach of workplace discrimination laws. Our […]