HR often gets sidelined in executive suite meetings, but its role is far too important to be overlooked. Effective HR departments and leaders who connect with employees and help them develop create more profitable organizations with reduced litigation costs. Here
As we discussed last week, makeup time provides flexibility for California employers and employees to offset time taken off within the same workweek without incurring overtime obligations. Additionally, the California Labor Code permits the use of compensatory time, commonly known
As difficult as it is to comply with California’s daily overtime rules, it is easy to forget the one form of flexibility provided to employers — make-up time. This provision allows employers to avoid paying overtime when employees want to
The California Supreme Court’s decision in Naranjo v. Spectrum Security Services, Inc. represents a significant win for employers across the state, providing much-needed clarity on wage statement requirements and the categorization of premium pay for missed breaks. While this ruling
As reported last week, the California Attorney General’s office announced that the new state law banning “junk fees” will extend to surcharges at restaurants, marking a significant shift in billing practices in the food industry. Today, the Attorney General
In the case Jones v. Riot Hospitality Group, the plaintiff, Alyssa Jones sued her former employer, a bar, Riot Hospitality Group, and its owner individually alleging discrimination and other employment tort claims. Plaintiff was found to have intentionally deleted
The California Attorney General’s office yesterday announced that the new state law banning “junk fees” will extend to surcharges at restaurants, marking a significant shift in billing practices in the food industry. Under Senate Bill 478, effective starting July
In today’s regulatory environment, conducting background checks in compliance with both federal and state laws is not only a necessity but also a complex legal challenge for employers. This article delves into the intricacies of four major laws that California
California is the first state to propose restrictions on an employer’s ability to communicate with employees after work hours. AB 2751, currently making its way through the California legislature, would give employees the “right to disconnect.” While this right
Under California’s pay data reporting obligations, employers with 100 or more employees must prepare and file reports by May 8, 2024. Employers are required to gather and report employee race and ethnicity data, among other items. However, many employers