Archive for the ‘Uncategorized’ Category
CAUTIONARY TALE EPISODE 74
$5.5M TO SETTLE WAGE THEFT CLAIM
Elderly Care Provider Fought Underpayment Citations for Five Years
The Labor Commissioner targets industries where “wage theft” — any failure to legally and timely pay required wages, including paid sick leave and premium pay for missed breaks — is prevalent.
One such industry is board and care i.e., residential facilities housing elderly or disabled people in need of living assistance. There are 8,100 such RCFEs in California.
NEW YEAR, NEW LEAF
Workplace Policy Handbook & Forms for 2024
Workplace policies define appropriate conduct and best practices in your place of business, enabling efficient and productive operations.
To these ends and to stay current with changing law, we are updating all our “hire-to-fire” forms and template employee policy manual with publication in January, 2024.
WHAT’S NEW IN 2024
CALIFORNIA’S EXPANDED PAID SICK LEAVE REQUIREMENTS
Updated State Guidance and Notices
Effective January 1, 2024, Senate Bill 616 expands the employer-provided paid sick leave benefits under the Healthy Workplaces, Healthy Families Act of 2014 (Act) from 24 hours or three days to 40 hours or five days.
WHAT’S NEW IN 2024
CALIFORNIA MINIMUM WAGE RATES INCREASES
Effective January 1, 2024, California minimum wage will increase to $16 per hour for all employers, regardless of size.
CAUTIONARY TALE EPISODE 73
EMPLOYERS FACING PRISON TIME
Prosecutors Targeting Garment Industry for Wage Theft
Wage theft occurs when an employer pays an employee less then minimum wage, fails to pay overtime, takes workers’ tips, does not permit meal and rest breaks, or requires work off-the-clock. It can also involve paying wages late, not paying required paid sick leave, not paying timely final pay, or any other failure to pay all wages owed.
WHAT’S NEW IN 2024
WAGE THEFT PREVENTION NOTICE UPDATES
California Employers Must Increase Paid Sick Time and Sound the “State of Emergency” Alarm
California’s “Wage Theft Prevention Act” requires most employers to provide nonexempt-from- overtime employees with specified wage-related information in writing (the notification) at the time of hire and within seven calendar days after any changes to:
Employer’s full contact information;
Pay rates — including overtime rates — and their bases, whether hourly, shift, daily, weekly, salary, piece, commission, or otherwise;
Regular payday;
Workers’ compensation carrier’s full contact information; and
Paid sick leave benefits
WHAT’S NEW IN 2024
COMPUTER SOFTWARE EMPLOYEE OVERTIME EXEMPTION RATES
California Labor Code section 515.5 exempts certain computer software professionals from overtime compensation upon receipt of specified minimum compensation.
WHAT’S NEW IN 2024
RETALIATION WAKE-UP CALL
Employer Discipline, Termination May Be Presumed Illegal
SB 497, going into effect on January 1, 2024, amends Labor Code sections 98.6, 1102.5, and 1197.5 to make it easier for employees to win retaliation claims.
