Employment Law Information Network
All Things Labor and Employment Law
By: Eighteen Dollar Per Hour California Minimum Wage Initiative Fails
Backed by numerous labor organizations, the ballot initiative entitled the California Living Wage Act of 2022 proposed increasing the California minimum wage over the next three years. The initiative would require California employers with 26 or more employees to pay minimum
On June 29, 2022, the Los Angeles City Council approved a new minimum wage ordinance for certain healthcare workers at privately-owned healthcare facilities within the City of Los Angeles. The mayor is anticipated to sign the ordinance, which will become effective 30 days after his signature.
Minimum Wage
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All employers in Los Angeles should revisit employment practices to ensure compliance with local ordinances as many changes take effect on July 1, 2022.
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.
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
On January 1, 2022, California’s statewide minimum wage increased to $15.00 ($14.00 for employers with 25 employees or less). A statewide minimum of $15.00 for all businesses was scheduled to go into effect on January 1, 2023. However, as a result of rates of inflation of over 7%, a further
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.
On May 23, 2022, the Supreme Court of California held that premium pay for missed meal and rest periods constitutes “wages” under California labor law and that employers may be held liable for the failure to properly report and timely pay out such wages.
In another unfavorable ruling for employers that stresses the importance of meal period and wage statement compliance, the California Supreme Court has held in Naranjo v. Spectrum Security Services, Inc. that meal period and rest break violations can also trigger derivative claims for waiting time penalties and wage statement
California law requires employers to provide meal and rest periods to most non-exempt employees. If an employer does not provide eligible employees with the opportunity to take those meal and rest periods, then Labor Code section 226.7 requires the employer to pay an additional hour of pay as a “premium” (up to two hours per day—one hour for rest period violations, and one hour for meal period violations). So far, so good, right?
On May 23, 2022, the Supreme Court of California held that premium pay for missed meal and rest periods constitutes “wages” under California labor law and that employers may be held liable for the failure to properly report and timely pay out such wages.
Last November, the City of West Hollywood passed an ordinance implementing a new citywide minimum wage and leave requirement. It went into effect on January 1, 2022, for hotel employers and on July 1, 2022, for all other employers.
In response to public feedback on the ordinance, the City Council
Under California law, employees normally accrue daily overtime for hours worked over 8 hours in a day. Alternative workweek schedules (AWS) permit workplaces to adopt different schedules longer than 8 hours without accruing overtime. This may be needed due to health and safety concerns or industry practices that mandate longer
By: California Proposes Bill To Expand Employer Pay Transparency and Pay Data Reporting
On February 17, 2022, Senate Bill 1162 was introduced to further burden employers as to “pay transparency” and “pay data reporting”. SB 1162 proposes two major changes:
Requiring employers to submit pay data reports to the
In this episode, Jen and Erika remind employers about California’s Pay Data Reporting requirements, and offer tips on how employers can meet the April 1, 2022, reporting deadline.
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