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PAYDAY MAYDAY

Read the Fine Print: Payroll Companies Not Responsible for Employer Compliance Many employers mistakenly presume they can depend on their payroll companies for legally compliant services.  The fine print will almost certainly establish otherwise. Unfortunately, more than a few businesses have learned this lesson the hard way. It is common for payroll service providers to…

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FIND OUT WHAT’S NEW IN 2020 – GROUND RULES SCHOOL

Annual Seminar for Employers Covering Employment Legal Essentials and New Workplace Laws for 2020  February 28, 2020 Reserve your seat today! With this week’s session sold out, Tim Bowles will deliver his new year labor and employment law seminar once more.  Over a full day, Tim will cover the span of current workplace law from…

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WHAT’S NEW IN 2020 – FREEDOM OF EXPRESSION

Higher Workplace Standards to Assist Lactating Moms Since 2002, California has required employers to provide their lactating employees with reasonable time and adequate space to express breast milk.  Effective January 1, 2020, Senate Bill (SB) 142 requires a clean, private and safe workplace location for the activity and a written lactation accommodation policy.  Significant penalties…

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MY TRUE PAY

Kids, Liberia, 2019 “We make a living by what we get, but we make a life by what we give.” – Winston Churchill My “night job” for some 15 years now is to help make a difference in one of the most challenging regions of the planet, including the nations of Liberia and Sierra Leone,…

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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…

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ETHICS

The Twentieth Century, and the start of the Twenty-First, have been no cakewalk. While our advances in science and technology have made possible the real prospect of a civilized world community, the reason, ethics and justice that would establish a secure society and lasting peace have been repeatedly crushed by the madness of ignorance, global…

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FIND OUT WHAT’S NEW IN 2020 – GET GOING BY KNOWING

Annual Seminar Covering 2020 Workplace Laws Join Tim Bowles Friday, January 24 or Friday, February 28 for his day-long briefing on the significant changes in workplace legal basics for 2020.  The topics will include: Hiring process, including applications, interviews, and testing; Discipline and termination; The essentials of written employment agreements, including the new restrictions on…

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PREVENT NO-CONSENT TORMENT

Workplace Harassment Training California’s Government Code requires employers with five or more workers to provide “classroom or other effective interactive training and education regarding sexual harassment” by December 31, 2020.  All nonsupervisory personnel must receive at least one hour and supervisors must receive two hours minimum. Employers must then repeat the instruction every other year….

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FIND OUT WHAT’S NEW IN 2020 – ILLUMINATION

Attend the Annual Employment Law Seminar Covering Employment Legal Essentials and New Workplace Laws for 2020 Over a day-long session in January and again in February, employment law specialist Tim Bowles will cover the structure and span of current workplace law from a management perspective, going over the significant 2020 changes for California. Among the…

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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…

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Contact Us

If you are an employer facing possible litigation or have an employee issue on which you need immediate guidance, call us to set up a consultation, or submit your message using our contact form.

NOTE: Use of this website does not make one a client of the Law Offices of Timothy Bowles (“Firm”). Establishing an attorney-client relationship and the confidentiality that comes with it depends on the Firm’s prior confirmation that no factor, including any conflict of interest (for example, our representation of another party adverse to you), exists to prevent that establishment. If you have confidential information that you would like to provide a Firm attorney, please communicate directly to one of our attorneys, in person, by telephone, email, fax or other written means. Do not use this website to offer or communicate confidential information about any legal matter.

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