Posts tagged with ‘employment law’

  • 2019 California Minimum Wage Update: Minimizing Worries About Minimum Wage

    By SHLC on November 30, 2018
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    It is imperative that employers understand and comply with the California minimum wage. Additionally, some cities and counties have enacted local laws that are more restrictive than the California minimum wage. Therefore, it is important to comply with local laws to the extent that the local laws are more protective of employees than California and federal laws.   The California […]
  • California’s New Regulations Expands Protections Based on National Origin

    By SHLC on July 11, 2018
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      California’s Fair Employment and Housing Council (“FEHC”) adopted new regulations focused on preventing national origin discrimination, which into effect July 1, 2018. These new regulations are extensive and include clarifications on the definitions of “national origin” and “national origin groups,” the permissible and prohibited 1) types of employer policies governing language restrictions (i.e., English only policies) in the workplace, […]
  • Everyone Into the (Tip) Pool!

    By SHLC on April 24, 2018
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    Everyone Into the (Tip) Pool! Congress recently rolled back a 2011 U.S. Department of Labor (“DOL”) regulation that restricted the scope of employer-required tip pools. The 2011 regulation limited tip pools to employees who “customarily and regularly receive tips” for the work they perform. Under the regulation, waiters, waitresses, bellhops, counter personnel (who serve customers), bussers, and service bartenders could […]
  • What Employers Need to Know about Immigration Enforcement and AB 450

    By SHLC on March 1, 2018
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    This past weekend, Oakland’s Mayor Libby Schaff warned of imminent U.S. Immigration and Customs Enforcement (“ICE”) activity in the San Francisco Bay Area.  Mayor Schaff’s announcement was made after ICE agents issued Notices of Inspection to approximately 77 restaurants and other businesses in Northern California during the first week of February 2018.  News outlets are reporting that more than 150 […]
  • New California Requirements for Sexual Harassment Prevention Training and New Mandatory Poster

    By SHLC on November 29, 2017
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    The protections afforded to lesbian, gay, bisexual, transgender and gender non-conforming individuals are increasing both at the state and federal level.  In October 2017, Governor Brown signed SB 396, which requires California employers to include training on gender identity, gender expression and sexual orientation as part of its legally-mandated harassment prevention training.  On November 16, 2017, the Equal Employment Opportunity […]
  • New California Law: Employers Must Provide Paid Sick Leave

    By SHLC on October 1, 2014
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    On September 10, 2014, California Governor Jerry Brown signed into law the Healthy Workplaces, Healthy Families Act of 2014. This Act entitles employees to paid sick days for certain purposes. Employers must be in compliance with the Act no later than July 1, 2015. The Act states an employee must receive the following rights: One hour of sick time for […]
  • Highlights from Brett Sutton’s Sept. 18, 2014 Presentation to Tulare County Bar Association (Judges, Attorneys and those working in the Legal Profession) — Employment Law Update

    By SHLC on September 21, 2014
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    On Sept. 10, 2014, Gov. Brown signed AB 1522 which will require California employers to provide paid sick leave to employees. The new law goes into effect July 1, 2015. In Alexander v. FedEx, (Aug. 27, 2014), the Ninth Circuit Court of Appeals held that FedEx’s contracted drivers where employees even though FedEx’s policies arguably gave the drivers a great […]
  • Highlights from Sept. 18, 2014 Presentation by Jared Hague and Shawn VanWagenen to Northern Nevada Human Resources Association (Carson City, NV) – Steps to Take Now to Win in Litigation Later

    By SHLC on September 21, 2014
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    Nevada law defines a “workday” as “a period of 24 consecutive hours which begins when the employee begins work.” When applicable, daily overtime must be calculated accordingly. Centralized control of leave administration within a company is critical for consistency. When a harassment complaint is received, immediate interim measures must be taken. A company must carefully select supervisors and make sure […]
  • Highlights from the SHLC September California/Nevada Employer Webinars

    By SHLC on September 4, 2014
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    An employee’s regular rate of pay includes all “remuneration for employment paid to, or on behalf of, the employee…” See 29 U.S.C. § 207(e). In calculating an employee’s regular rate of pay, employers must account for all bonuses unless they are discretionary both as to the fact of payment as well as the amount of payment. The failure to account […]