Posts Tagged ‘California Employment Law’
CHECKING WORKER IMMIGRATION STATUS
Employers Must Use New I-9 Form Starting January 21, 2017 Businesses nationwide will soon have an updated I-9 form to verify a new hire’s eligibility for employment. See: New Changes on Employment Eligibility Verification Form I-9. The new form is in the final review stage. The U.S. Office of Management and Budget approved it in […]
CALIFORNIA PIECE RATE LAW: NO TIME TO RELAX ON REST-RECOVERY PREMIUM PAY
Employers Must Give Close Attention To the Required Special Pay Calculation California’s New Piece Rate Requirements: For many industries in California, paying employees on a piece rate system has been a long-time win-win for management and workers. Truckers earning by the miles driven, mechanics paid by a percentage of amounts charged to customers, and field […]
EMPLOYEE MEAL PERIODS AND REST BREAKS
California’s Basic Requirements for Daily R&R Except for salaried, legitimately exempt-from-overtime workers, California employers must provide each employee with certain numbers of unpaid meal periods and paid rest breaks depending on how many hours that employee works in a given day. Unpaid Meal Periods First Meal Period: Generally, employers may not employ a worker for […]
UNLAWFUL RETALIATION DEFINED
Federal Government Publishes Final Enforcement Guidance on Retaliation Claims Mary, an African-American employee, complained to her co-workers that her pay was lower than that of Caucasian employees doing similar work. Upon overhearing these conversations, Mary’s supervisor reprimanded her for “distracting” her co-workers with discussions about perceived pay discrimination. The supervisor may be surprised to learn […]
STRIKE A BLOW FOR EMPLOYERS
California Expands the Exception to Listing “Hours Worked” on Pay Stubs California Labor Code Section 226 requires employers to provide workers with strictly defined statements (i.e. pay stubs) either semimonthly or with each paycheck. See, California’s Itemized Pay Stub Requirements, Ignoring the Needed Details Poses Trap for Unwary Employers (March, 2016). While section 226 generally […]
WAGE DEDUCTIONS
When California Employers May Subtract from Earned Compensation Employers sometimes wish to make deductions from an employee’s wages for a variety of reasons. Doing so without knowing what the law permits can be a mistake, as California has stringent laws on what deductions are allowed. As a general principle, employers may make deductions from wages […]
SANTA MONICA RIDES THE SICK PAY WAVE
BUSINESSES MUST COMPLY STARTING JANUARY 1, 2017 The City of Santa Monica (City) has enacted a city-wide paid sick leave and minimum wage ordinance (Ordinance No. 2515). See, our blog “City of Santa Monica Increasing Minimum Wage Annually from 2016 to 2020” (May, 2016) Effective January 1, 2017, Ordinance No. 2515 requires all employers, no […]
SAN DIEGO PAID SICK LEAVE REQUIREMENTS, EFFECTIVE JULY 11 AND SEPTEMBER 2, 2016
Employers Must Cough Up at Least Five Days of Benefits As previously announced in Sick Pay Ordinance Epidemic Spreads to San Diego, New Measure Adds Yet More Uncertainty to Employer Obligations (June, 2016), San Diego voters recently enacted city-wide paid sick leave and minimum wage ordinance (Ordinance No. 20390). See our blog Rising Minimum Wages, […]
NAVIGATING PIECE WORK PAY CALIFORNIA
Employers Urgently Must Revise Wage Systems in 2016, Including Possible Hourly-Plus-Piece Hybrid Plan The one constant feature of California employment law is change. There is perhaps no better recent example than this state’s “piece work” compensation rules. Starting January, 2016, employers must fundamentally re-structure such pay systems or face increasing risk of legal claims, including […]
RISING MINIMUM WAGES – THE CALIFORNIA TREND CONTINUES
San Diego Approves Its First Gradual Increase, Effective July 11, 2016 Effective July 11, 2016, San Diego became the next California city to set a minimum wage level above the state’s standard. Under San Diego’s Ordinance No. 20390, all employers, regardless of size or location, must pay at least $10.50 per hour to any employee […]