Posts Tagged ‘employee compensation’
CALIFORNIA LAW PROTECTS UNDOCUMENTED EMPLOYEES FROM WORKPLACE DISCRIMINATION
As we have described in California’s Expanded Immigration-Related Protections and California Extends Protections for Whistleblowing Employees, several California laws protect employees, regardless of undocumented status, from actual or threatened retaliation for demanding workplace rights. These state protections of immigrant workers, some of the strongest nationwide, would seem at odds with the federal law (Title 8, […]
CALIFORNIA LABOR LAWS 2015 NEW REQUIREMENT FOR COMPUTER PROFESSIONAL OVERTIME EXEMPTION
Minimum Hourly Pay Rate to Increase January 1, 2015 California Labor Code section 515.5 exempts certain employees in the computer software field from overtime compensation. The criteria include set minimum compensation. The California Department of Industrial Relations (DIR) recently increased this minimum, effective January 1, 2015. To comply with the section 515.5 exemption, California employers will […]
MANDATORY PAID SICK LEAVE FOR CALIFORNIA EMPLOYEES
Law Goes into Effect July 1, 2015 As reported in “Will California Employers Have to Cough Up Paid Sick Leave?”, the proposed Healthy Workplaces, Healthy Families Act of 2014 (Assembly Bill [AB] 1522) was the California Legislature’s third – and now successful – attempt to provide such benefits. Governor Brown signed that measure into law […]
WILL CALIFORNIA EMPLOYERS HAVE TO COUGH UP PAID SICK LEAVE?
Constructive Remedy or a Job-Killer? The California Assembly passed earlier this year the “Healthy Workplaces, Healthy Families Act of 2014” (Assembly Bill [AB] 1522), sending it over to the Senate for consideration. If passed into law, the measure would mandate all employers to provide at least three paid sick days per calendar year to all […]
CLASSIFYING WORKERS, EMPLOYEES OR INDEPENDENT CONTRACTORS?
New Court Decision on Delivery Drivers Shows the Issue Requires Detailed Analysis The dividing line between properly classified employees and independently contracted workers can often be about as clear as mud. The June, 2014 decision from the federal Ninth Circuit Court of Appeals in Ruiz v. Affinity Logistics Corp illustrates the perils of a company’s […]
AMENDED MINIMUM WAGE NOTICE MUST BE POSTED BY JULY 1, 2014
As recently covered in our California Minimum Wage Increasing blog, California’s minimum will rise to $9.00 an hour on July 1, 2014. Also by July 1, California employers must prominently post the new Division of Labor Standards Enforcement Minimum Wage Order (MW-2014) specifying this $9.00 per hour minimum requirement as well as the $10.00 per […]
FAMILY FRIENDLY WORKPLACES
San Francisco Adopts a “Right to Request” Workplace Flexibility Ordinance (for employers with 20 or more on payroll) On January 1, 2014, San Francisco enacted a “right to request” ordinance which gives certain employees working in the City the right to seek flexible work arrangements to address family needs. The City has since amended the […]
CALIFORNIA MINIMUM WAGE INCREASING
From $8.00 to $9.00/hour, July 2014 To $10.00/hour, January 2016 California’s $8.00/hour minimum wage will continue its pace as one of the highest in the nation; rising to $9.00/hour on July 1, 2014, and to $10.00/hour on January 1, 2016. In approving the recent legislation, Governor Brown stated, “This legislation is overdue and will help […]
ON-THE-JOB SHOPPING
California Employers Must Pay Wages and Mileage for “Off-Hours” Work-Related Tasks In response to our article “Travel Pay in California,” a California employer has asked how he should pay his employees for time spent and for their personal vehicle mileage incurred while shopping for company supplies. Compensation for All Hours Worked: Of course, an employer […]
PRIVATE HOUSEHOLD WORKERS IN CALIFORNIA
Special Overtime and “Room and Board” Rules Apply On our article “Caring for Caregivers,” a recent visitor to our website asked: “How much is housing and meal value [in my area] for a private household worker under California Wage Order 15?” As in every area of employment law, the answer of course depends on the […]