If work hours leave insufficient time outside work for a California employee to vote  in a statewide election, the employee may take up to two paid hours at the start or end of shift to vote.

Employees who have three days advance notice they will need time off to vote must give the employer at least two notice days prior to election day.

Employers must post this notice at least ten days before election day. The Secretary of State website provides a template in several languages.

Take-Aways:

For the upcoming November 3 election, the deadline for employers to post a voting rights notice is Saturday, October 24, but moves to October 23 for businesses that are closed on Saturday.

For further assistance, please contact one of our attorneys, Tim Bowles, CindyBamforth or Helena Kobrin.

See Also:

• Grin and Bear It: Political Views in the Workplace (July 12, 2024)
• Work Time Off for Voting (June 7, 2024)
• Employee Handbooks & Employment Forms

Helena Kobrin
October 16, 2026

Secure your spot for our virtual sessions on “what’s new” in California employment law for 2027.

The all-day session includes, among much more:

• Hiring process, including applications, interviews, and testing;
• Discipline and termination;
• The essentials of written employment agreements, including restrictions on mandatory arbitration;
• Discrimination, harassment and retaliation prevention and handling;
• Proper compensation, paid leave and other policy issues; and
• Criteria for classifying independent contractors.

The session is a must for all business owners, executives and personnel management staff, the foundation for confident hiring and stable business expansion in the new year and beyond.

We emphasize practical application with attendees encouraged to seek guidance on their particular legal challenges or concerns.

Electronic samples of our 2027 updated model employee handbook, policies and forms are included.

From past attendees:

“This seminar is a great service to our community and the employers of this state!  I look forward to attending more of them.  I feel better prepared to confront what it will take to put a lawful workplace into existence.  Thank you, Tim, and your staff, for this great service and the useful materials you provide.” - CR

“The webinar with Tim and Cindy was extremely informative and provided knowledge that was key to operating my business.  I enjoyed the presentation and all of the accompanying materials.  I’m sure to recommend the Law Offices of Timothy Bowles to any business with employment law needs.  The professionalism of the attorneys and their ability to present the complexity of California employment law to all attendees was exceptional!” - TT

“This has been an INVALUABLE service!  Tim Bowles and staff have put together the materials and the counseling (in terms of live response to questions) that gives us the data necessary to be compliant with both the state and federal government.  Worth very much more than the cost.  My team and I can’t thank you all enough for your superior product!”  TS

Choose from:

Friday, January 15, 2027, 9:30 – 4:30pm (break midway)

Friday, February 26, 2027, 9:30 – 4:30pm (break midway)

Pricing:$200 first company attendee; $175 for each additional person attending

DON’T WAIT!

Contact Aimee Rosales to reserve your space.

Email: officemgr@tbowleslaw.com; phone 626.583.6600

In November 2020, California voters approved Proposition 22, creating a special independent contractor classification for qualified app-based drivers.  Previously, rideshare companies had been classifying their drivers as independent contractors under then-existing law.

However, in August 2020, the California Labor Commissioner’s Office had sued Lyft in several counties claiming its drivers were employees.  Those cases were consolidated with private lawsuits filed under the Private Attorney Generals Act (PAGA). Claims included non-payment meal and rest break premiums, minimum wage and overtime, business expenses and paid sick leave, non-compliant wage statements and more.

The October 1, 2026 settlementannounced covers more than four years through December 15, 2020 (Prop 22's effective date was December 17), requiring Lyft to pay $272.5 million plus interest. Some 1,600 drivers will split 87 percent, $237,075,000.

California Labor Commissioner Lilia García-Brower stated:

"This settlement is about the workers who came forward and spoke up. Their voices made this outcome possible. We pursued this case to ensure workplace protections have real meaning and to recover as much as possible for drivers. My office will forgo its share of the settlement so that every available dollar goes directly to drivers who filed wage claims. I'm grateful to the courageous workers who came forward to assert their rights and to the dedicated advocates who stood with them throughout the process."

California independent contractor law is very specific about who qualifies.  See Mistaking Identity: Misclassifying Workers as Independent Contractors Gets Employers in Hot Water (April 10, 2026).  Employers need to know that law and apply it in making worker classification decisions.

TAKE-AWAYS:

Employers must classify workers correctly according to law, not preference, and steer clear of  illegal independent contractor classifications.

For further information, please contact Tim Bowles, Cindy Bamforth or Helena Kobrin.

See also:

• Seemed Like a Good Idea: Home Care Outfit to Pay $2.3m for Misclassifying Caregivers as Independent Contractors (March 21, 2025)
• Checks in the City: Los Angeles Now Requires Written “Freelance Worker” Agreements (August 4, 2023)
• Feds Fed up With Trucker Misclassification: Department of Labor $5.6 Million Judgment for Drivers Miscast as Independent Contractors (February 23, 2023)

Helena Kobrin
October 9, 2026
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The federal Family and Medical Leave Act (FMLA) provides for 12 weeks of unpaid leave to qualified employees for their own serious health conditions or for care of specified family members with such conditions, as well as pregnancies or child care within a year of birth, care of a newly placed foster or adopted child within one year of placement, and exigencies related to family military members.  California has the California Family Rights Act (CFRA), with similar protections, also unpaid, as well as Pregnancy Disability Leave.

Provisions of the federal 2017 Tax Cuts and Jobs Act created tax breaks for companies that pay employees on such leaves.  The 2025 Working Families Tax Cuts bill modified those paid medical breaks, making permanent a paid family and medical leave tax credit of 12.5-25% of wages paid to employees on paid family leave for up to 12 weeks.

Under the extended law, an employer can receive a tax break for amounts paid directly to employees while on such medical leaves and also for insurance premiums the employer pays for policies providing such coverage.

The IRS has published guidance on this tax break, but is still working on regulations to implement its provisions and is soliciting comments by October 16, 2026.

Employers who wish to pay employees while on such leaves should obtain further information from their tax professionals on the technical aspects of using these credits.

Take-Aways:

Employers who wish to pay employees who take family leave or to pay for insurance policies that provide such coverage should check with their accountants about receiving tax breaks for doing so.

For further information, please contact Tim Bowles, Cindy Bamforth or Helena Kobrin.

See also:

• Leave Leave Alone: Employer Pays for FMLA Violation (July 24, 2026)
• Handbook Helper Episode 32: Family and Medical Leaves Policy (July 20, 2023)

Helena Kobrin
September  25, 2026

‍

California Labor Code 226(a) requires employers to keep payroll records for three years.  Best practice is four-years retention to enable defense against certain wage claims having a four-year statute of limitations.  Time records should be kept for the same amount of time.

Many employers rely on payroll and timekeeping companies to store such records.  Sometimes management learns too late -- after a lawsuit is filed -- that access to those records has disappeared because the employer stopped using that provider.

Management should thus take proactive steps to protect payroll and timekeeping records.  When engaging a provider, an employer should confirm whether and how it will be able to access those records after the relationship ends.  As backup, a company should download and preserve them for each pay period.  Before switching services to another, the employer should ensure it has obtained all applicable records from the current provider.

The same is true with other forms of records.  For example, an employer that outsources HR functions should make sure it will have access to all employee documents after it stops using that service.

Take-Aways:

Employers should ensure they have access to outsourced record-keeping even after  they terminate a relationship with that provider.

For further information, please contact Tim Bowles, Cindy Bamforth or Helena Kobrin.

See also:

• Old School is Punching Out - Deter Class Action Challenges by Digital Timekeeping (April 18, 2025)

Helena Kobrin
September 18, 2026

September in California can be one of the hottest times of the year (September Heat Alert).  Workplace protective measures against high temperature protections are a priority.

Heat illnesses range from mild to deadly. The two most serious are: heat exhaustion (including dizziness, headache, sweaty skin, fast heartbeat, nausea, vomiting and cramping); and heat stroke (including red, hot dry skin, high body temperature, muscle twitching, confusion, fainting, convulsions and unconsciousness).

Employers with outdoor workers must have an effective written heat illness prevention plan, following Cal/OSHA’s six protective measures:

• Observe - Closely observe all employees during a heat wave, especially those newly assigned to a high heat area, and provide lighter work, frequent breaks or shorter hours to help acclimate;
• Train - Train all employees and supervisors on heat illness prevention;
• Water - Provide at least one quart per hour of free, cool, fresh, pure drinking water to each worker;
• Shade - Provide proper shade when temperatures exceed 80 degrees and encourage workers to cool off at any time upon request.

Employers must also heed preventative measures for indoor workspaces. Heat Ahead Employee High Temperature Protections Are a Priority (May 14, 2026)

Certain industries have additional high-heat requirements, including agriculture, construction, landscaping, oil and gas extraction, and transportation of agricultural products, construction materials or other heavy materials.

Cal/OSHA’s Consultation Services Branch has a help line at 800-963-9424 for workplace health and safety questions.

Take-Aways:

Employers must take heat illness prevention obligations seriously, ensuring they provide such protections to all working in high heat conditions, outdoors and indoors.

For further information, please contact Tim Bowles, Cindy Bamforth or Helena Kobrin.

See also:

• Heat Ahead: Employee High Temperature Protections are a Priority (May 14, 2026)
• It's Hot Again: Ramp Up Heat Illness Prevention Measures (July 3, 2025)
• In the Hot Seat: Employer Pays Big for Ignoring Extreme Conditions (January 10, 2025)

Tim Bowles
September 11, 2026

California employers must post required workplace notices where employees can easily see them. Federal law may require more postings based on business size, industry, location, or workforce.

Key Notices:

Main California poster requirements:

‍
• Minimum wage and wage information;
• Paid sick leave and payday information;
• Workplace safety and health;
• Workers’ compensation;
• Employment discrimination and harassment; and
• Employee leave rights, where applicable.

Other notices may apply depending on industry, contracts, minors, location, or local laws. Check the California Department of Industrial Relations’ Required Posters list to confirm requirements.

Federal Focus:

‍Federal notices may cover wage and hour rules, safety, equal opportunity, family leave, military rights, and lie-detector laws. Consult the U.S. Department of Labor’s Workplace Posters page to confirm which apply.

Know Your Rights Notice:

‍Starting in 2026, California employers must give employees the Know Your Rights notice by February 1 each year. This is a direct notice to employees, not a poster.

Posting Locations:

‍Post notices in obvious areas where employees work or pass, like break rooms, entrances, or bulletin boards. Post all required notices at each location.

Some notices have special posting rules for dispersed worksites. Always check for industry or location-specific requirements.

Posting for Offsite Staff:‍

For remote workers, check if each notice allows electronic delivery and any conditions. Physical posters are still required at worksites. Electronic delivery does not replace workplace posters for most notices.

The All-in-One Option:

An all-in-one California and federal poster can simplify compliance but may miss industry-specific or local notices. Confirm any poster covers all requirements, and supplement if needed.

Take-Aways:

‍Employers should:

• Identify all required California, federal, local, and industry notices;
• Keep posters up to date at every worksite;
• Provide the annual Know Your Rights notice by February 1;
• Check if electronic delivery is allowed for remote staff; and
• Review requirements often; rules change.

For further information, please contact Tim Bowles, Cindy Bamforth or Helena Kobrin.

See also:

• California Employers Face July Minimum Wage Changes (June 11, 2026)
• Safety Poster Refresh Cal/OSHA Updates Required Workplace Notice (August 5, 2026)

Cindy Bamforth
September 10, 2026

Sunday, August 23, 2026‍ Johannesburg, South Africa

‍This is an African savannah morning, cool turning to cozy in the rising light with those quiet calls of doves: coo-uh-CUCK-ew. Peace across the land, for now.

We Uber from Castle Kyalami to Soweto (So[uth]wes[t]to[wn]), courtesy of driver Nqaboni. In  Xhosa, the “q” in the name is pronounced with a click or “TOK” of the tongue against the palate. “N … ” plus “TOK” plus “ … aboni” takes practice.

The 35 minutes are over rolling hills, past innumerable upscale developments – shopping centers, walled fashionable housing, a Land Rover dealership complete with test track.  The trees fall way and an “unauthorized settlement” (tightly packed tar paper and tin shantytown) appears next to a polluted stream. Population, 10,000? Soweto’s total is now some 1.8M.

And now here is the paved road, cinderblock Orlando section. Something significant must be coming on this side street, various locals trying to wave us into parking spots.  Up a slight incline is Mandela House, evident by lots of white folk exiting a tour bus, greeted by a trio of leopard-skin scantily clad hawkers.

“[My first night back in Soweto following release], I returned with Winnie to number 8115 in Orlando West.  It was only then that I knew in my heart that I had left prison. For me, 8115 was the center point of my world, the place marked with an X in my mental geography.  The house had been soundly rebuilt after the fire.  When I saw the four-roomed house, I was surprised by how much smaller and humbler it was than I remembered it being. Compared to my cottage at Victor Vester [his transition house], number 8115 could have been the servants’ quarters at the back.  But any house in which a man is free is a castle when compared to even the plushest prison.” Nelson Mandela, Long Walk to Freedom.

We spend an hour or so at this now-museum of perseverance.  It is indeed modest – and to the visitor, humbling --  on a corner that made it the open target of regular apartheid drive-bys and two fire bombings. Bullet pockmarks remain in the brick.

“I have walked that long road to freedom. I have tried not to falter; I have made missteps along the way. But I discovered the secret after climbing a great hill, one only finds that there are many more hills to climb. I have taken a moment here to rest, to steal a view of the glorious vista that surrounds me, to look back at the distance I have come. But I can rest only for a moment, for with freedom come responsibilities, and I dare not linger, for my long walk is not yet ended.” Long Walk to Freedom.

See, also:

• Letter From Liberia Applied Scholastics Literacy Education Initiative Continues (August 15, 2026)
• Heart in the Darkness - Business as Unusual Stepping into Liberia June, 2006 (May 1, 2026)

Tim Bowles
September 4, 2026

California’s Department of Industrial Relations has announced an increase in the state  minimum wage from $16.90 to $17.40/hour, effective January 1, 2027, for non-exempt workers, i.e., those whom employers must pay overtime and provide meal and rest breaks.

Compensation for exempt employees, i.e., those who do not receive overtime and need not be provided those meal and rest periods, also changes on January 1. Salaries to people qualified for the professional, administrative, and executive exemptions must equal at least double the new minimum wage, or $34.80/hour, multiplied by 40. This is $1,392/week, $6,032/monthly and $72,384/year.

The minimum wage increase also necessitates new postings.

Some local minimum wages will also change on January 1. A December blog will provide details.

Take-Aways:

Employers should prepare to implement the higher minimum wage amounts on January 1, 2027.

For further information, please contact Tim Bowles, Cindy Bamforth or Helena Kobrin.

See also:

• Group Soup: The Economic Peril of Workplace Class Actions (July 10, 2026)
• California Employers Face July Minimum Wage Challenges (June 11, 2026)

Helena Kobrin
August 28, 2026