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California

Carefully track exactly who applies for jobs

01/30/2017

If you advertise job openings and someone does not apply, they’re going to have a hard time proving that you discriminated against them.

Could you prove employee really signed agreement?

01/30/2017
If you use arbitration agreements to resolve workplace disputes, make sure you can prove that the employee actually agreed to the terms.

Tricky compensation arrangements are not a do-it-yourself project

01/30/2017
If you are tempted to use obscure provisions of California’s labor and employment laws to pay your employees, make sure you (and your attorney) pay close attention to the details.

California Supreme Court’s big break ruling: Workers must be completely relieved of duties

01/30/2017
On Dec. 22, 2016, the Supreme Court of California ruled that California law prohibits on-duty and on-call rest periods.

Santa Ana, Calif. eatery serves up $96K in back OT, penalties

01/30/2017
The couple who owns El Calamar restaurant in Orange County has agreed to settle federal charges that they violated the Fair Labor Standards Act when they failed to pay cooks for all the overtime they worked.

Job–not job description–counts for exemption

01/30/2017
A job description that specifies that an employee’s position is exempt and delineates job duties that fit an exemption isn’t enough to establish exempt status.

Setup work doesn’t require prevailing wage

01/30/2017
Can employees who perform work that may be related to a public works contract, but not the public work directly, be paid less?

Court: Schedule change can be an adverse action

01/26/2017
Something like a schedule change that really affects an employee can be seen by a court as serious enough to warrant litigation.

Call of (jury) duty: What must we do?

12/22/2016
Q. What are California employers’ obligations with regard to workers who get called on for jury duty?

What kind of pregnancy and family leave rights do gestational surrogates have in California?

12/22/2016
Q. One of our employees is a gestational surrogate for a woman who cannot carry a child. Is our employee entitled to pregnancy disability, FMLA or CFRA leave as a surrogate?