All employers in Los Angeles should revisit employment practices to ensure compliance with local ordinances as many changes take effect on July 1, 2022.
An Update on Remote Work Reimbursements
California employers have recently experienced a material uptick in lawsuits from employees seeking reimbursement for expenses incurred while working from home. These lawsuits seek a wide variety of expense reimbursement for increased utility costs and for the costs of losing out on the ability to rent out their home offices. Employees typically bring these claims under Labor Code section 2802. Sometimes employees also bring derivative PAGA actions for wage-statement “inaccuracies.”
Update on California Wage and Hour Bills
There are two major California wage and hour bills that California employers should be aware of and monitor. We have outlined both below:
Four-Day Workweek Bill Halted
Assembly Bill 2932, known as the four-day workweek bill, was introduced earlier this year, seeking to redefine and shorten the workweek.
Current California law requires that work in excess of 40 hours in a workweek be compensated at a rate of at least one and one-half times the employee’s regular rate of pay, subject to certain exceptions. AB 2932 proposes that an employee be paid one and one-half times their regular rate of pay for all hours worked in excess of 32 hours per workweek, rather than 40.
Time Spent Traveling To and Taking Pre-Employment Drug Test Is Not Compensable
By: Time Spent Traveling To and Taking Pre-Employment Drug Test Is Not Compensable
Earlier this week, the 9th Circuit Court of Appeal held in Johnson v. WinCo Foods LLC, that time spent traveling to and taking a pre-employment drug test is not compensable where the drug test was a pre-condition of
US Supreme Court Raids California’s PAGA Jurisprudence in Viking River
By: US Supreme Court Raids California’s PAGA Jurisprudence in Viking River
Yesterday, the United States Supreme Court issued a highly anticipated decision in Viking River Cruises v. Moriana. The decision addresses the apparent conflict between the Federal Arbitration Act (FAA) and California’s jurisprudence on the state’s Private Attorneys General Act (PAGA).
West Hollywood Employers Beware of July 1, 2022: Mandatory Paid and Unpaid Leave
By: West Hollywood Employers Beware of July 1, 2022: Mandatory Paid and Unpaid Leave
If you have a single employee who works for two hours or more in a week in the city of West Hollywood, California, get ready for significant changes that take effect on July 1, 2022, that will
Los Angeles Country Trial Court Strikes Down Another California Board Diversity Law
By: Los Angeles Country Trial Court Strikes Down Another California Board Diversity Law
Last month, on May 13, Los Angeles County Superior Court Judge Maureen Duffy-Lewis ruled that SB 826, which requires publicly held California corporations with a principal executive office in California to follow gender diversity requirements for board of
CDF Webinar: So You Want To Hire an H-1B Professional? Pros and Cons of Hiring and Retaining Professional Foreign National Talent
Many employers cannot find enough professional U.S. workers to meet their needs, especially in today’s tough hiring market. Many competitive applicants indicate that they need visa support on their employment applications.
Reminder: San Francisco’s Family Friendly Workplace Ordinance Takes Effect July 12
By: Reminder: San Francisco’s Family Friendly Workplace Ordinance Takes Effect July 12
As a reminder to our readers, the newest amendments to San Francisco’s Family Friendly Workplace Ordinance (FFWO) takes effect on July 12th, 2022.
As we previously reported, the newest amendments require San Francisco employers to provide flexible or predictable
Women Mentors and Sponsors: The XX Factor to Breaking the Glass Ceiling in Law
CDF Partner and Chair of the Firm’s DEI Committee, Alison Tsao, authors the article “Women Mentors and Sponsors: The XX Factor to Breaking the Glass Ceiling in Law” for the Daily Journal Corporation.
Meal Premiums Now Considered A “Wage” By California Supreme Court In Naranjo v. Spectrum Security Services, Inc.
Earlier this week, the California Supreme Court added another layer of complexity to California’s already-onerous wage and hour regulatory scheme. In this week’s development, the California Supreme Court held in Naranjo v. Spectrum Security Services, Inc., that premiums for missed meal periods now constitute “wages” that must be reported on statutorily required wage statements pursuant to Labor Code section 226.7 and paid in a timely manner pursuant to Labor Code section 203.
California Minimum Wage Will Go to $15.50 in 2023 . . . and Could Go Higher
By: California Minimum Wage Will Go to $15.50 in 2023 . . . and Could Go Higher
The California minimum wage is currently $15 an hour for employers of 25 or more employees and $14 an hour for all employers of less than 25 employees.
California law says the state minimum
CDF Webinar: Consequences of No-Poach Agreements: Civil and Criminal
Register early for CDF’s next webinar scheduled for March 24. Dan M. Forman, Partner & Chair of CDF’s Trade Secret Practice Group, will present this timely topic on the “Consequences of No-Poach Agreements: Civil and Criminal.” In today’s tight recruiting market, business owners and managers must ensure they are not inadvertently crossing the boundaries of no-poach or no-hire agreements to avoid criminal and civil penalties
Cal/OSHA Implements Third Revision to COVID-19 Emergency Regulations
By: Cal/OSHA Implements Third Revision to COVID-19 Emergency Regulations
By: Cal/OSHA Implements Third Revision to COVID-19 Emergency Regulations
On May 6, 2022, the latest and greatest (third) revision to the Cal/OSHA Emergency Temporary Standards (“ETS”) takes effect. Most of the core requirements that employers must develop, implement, and maintain via a written
California BoCal/OSHA Implements Third Revision to COVID-19 Emergency Regulationsard of Directors Diversity Law Violates Equal Protection
On May 6, 2022, the latest and greatest (third) revision to the Cal/OSHA Emergency Temporary Standards (“ETS”) takes effect. Most of the core requirements that employers must develop, implement, and maintain via a written COVID-19 Prevention Plan remain the same from the prior version, including:OVID-19 and returned to the workplace
Social Profiles