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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…

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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…

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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…

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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…

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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…

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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;…

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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…

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EMPLOYMENT BASICS TO ENSURE YOUR BUSINESS HAS THE PROTECTION IT NEEDS

Model Employee Handbook and Hire-to-Fire Forms Updated for 2019 ORDER NOW! Prices will go up on March 1, 2019   Over the past two decades, we have developed and refined a “soup-to-nuts” employee handbook and package of basic hire-to-fire forms and policies.  Implementation of these forms and policies will greatly improve a company’s legal protection…

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FIND OUT WHAT’S NEW IN 2019 – LAST CHANCE TO ATTEND ANNUAL EMPLOYMENT LAW SEMINAR

Final All-Day Session is Friday, February 22, 2019 In a one-day session, employment law specialist Tim Bowles will cover the structure and span of current workplace law from a management perspective, including the significant changes for 2019 in California. The seminar is a must for all business owners, executives and personnel management staff, setting the…

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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…

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CONSULT OUR LAW EXPERTS

If you are facing possible litigation or have an employee issue on which you need immediate guidance, call us to speak to one of our attorneys, or submit your question using our contact form.

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