New FAQs provide employers in San Francisco with answers about the calculation and payment of supplemental compensation for employees on covered military leave under the Military Leave Pay Protection Act (MLPPA). The FAQs also address notice to employees about their MLPPA rights and responsibilities. These FAQs will look
Articles Discussing California Wage & Hour Laws.
CDF Webinar: California’s New Pay Transparency/Equal Pay Law in 30-Minutes
In September of 2022, Governor Newsom signed Senate Bill 1162 into law. That law creates and expands upon a number of obligations for California employers, including:
1. Requiring all California employers with 15 or more employees to include the pay scale for all advertised positions in all job postings
2. Requiring all California employers to provide current employees with the pay scale for their position, if requested
3. Requiring all California employers to maintain certain additional wage records for the duration of employment, plus three years after employment terminates
4. Requiring California employers with 100 or more employees to submit certain employee pay data, broken down by location and analyzed based on race/ethnicity and gender, to the California Civil Rights Division
5. Requiring California employers with 100 or more employees to provide the California Civil Rights Division with the ownership names of all labor contractors used to supply workers
Last month, the California Department of Industrial Relations published some FAQs to help guide compliance.
In this thirty-minute webinar, attorneys Mark S. Spring and Wanja Guy will review the statutory obligations and FAQs, help clarify these new obligations in practical terms, and provide their insights on what California employers should think about to put themselves in the best position to be in compliance with all the new Pay Transparency and Equal Pay obligations that are now in effect. Spring and Guy will also discuss the new penalties that the state can levy on California employers who are not in compliance with the obligations.
Come join us later this month for this important thirty-minute program.
CA MCLE, HRCI and SHRM credit pending.
CDF Wage and Hour Task Force – Monthly Tips
This is the first post of a new monthly series of CDF’s Labor & Employment Law Blog providing California employers with wage and hour compliance tips and best practices.
California’s reputation as a breeding ground for wage and hour litigation – the state is responsible for a disproportionally large share of such lawsuits nationwide – seems set to continue. With that, as the first month of 2023 comes to a close, California employers should ensure that they have complied with new minimum wage requirements to avoid potential costly litigation.
California Civil Rights Division Releases Updated Guidance for 2022 Pay Data Reporting
The California Civil Rights Division (CRD) recently released updated guidance in the form of frequently asked questions (FAQs) for the 2022 California pay data reports, which covered employers must submit via the CRD’s pay data portal by May 10, 2023.
San Francisco Passes Ordinance Requiring Private Employers to Provide Paid Military Leave
On January 20, 2023, San Francisco Mayor London Breed approved a city ordinance that will require large, private employers to provide differential paid leave for military reservists called up to active duty. The “Military Leave Pay Protection Act” adds Article 33Q to the city Police Code, and will make San
California Civil Rights Department Updates FAQs on Pay Data Reporting
When Senate Bill (SB) 1162 was signed in 2022, much of the focus was on the new pay transparency requirements. However, the bill also amended pay data reporting requirements in California. Under the amendments covered employers would need to submit separate pay data reports for employees hired through labor contractors.
Appellate Court Holds That Percentage Bonuses Can Be Calculated Using FLSA Method
By: Appellate Court Holds That Percentage Bonuses Can Be Calculated Using FLSA Method
By: Appellate Court Holds That Percentage Bonuses Can Be Calculated Using FLSA Method
In a pro-employer decision addressing the overlap of federal and California wage and hour law, the California Court of Appeal for the Second Appellate District upheld
New FAQs Published for California’s Pay Transparency Law
Just prior to the New Year, the California Labor Commissioner’s Office released updated Frequently Asked Questions (“FAQs”), which clarified the California Equal Pay Act’s pay scale disclosure requirements that were effective January 1, 2023. While the Equal Pay Act has been amended almost annually since its most significant revisions in 2016, these particular FAQs supplied further information on Senate Bill No. 1162 (“SB 1162”). SB 1162 requires certain California employers to disclose pay scale information and provide more robust pay data reporting.
California’s New Pay Transparency Law: Pay Data Reporting Obligation Changes for 2023
California recently enacted a landmark pay transparency law that requires employers to disclose pay ranges in job postings, joining a growing number of states and municipalities that impose such requirements aimed at improving pay equity. But beyond the pay scale requirements, Senate Bill (SB) 1162, signed in September 2022 by
California’s Takes Steps Toward Pay Equity
By now, most Californians know that beginning in January 2023, certain employers must include a pay scale in their job postings. In addition, all employers must provide current employees with their pay scales upon request. Although applicants and employees likely welcome the enactment of Senate Bill 1162, or the “Pay Transparency Act,” employers face some new responsibilities.
California Private Attorneys General Act – A Look Back at 2022
Thousands of cases are filed under California’s Private Attorneys General Act (PAGA) each year and many of them made the headlines in 2022.
California Clarifies Pay Transparency Rules: What Employers Need to Know
The California Department of Industrial Relations has issued new FAQs to clarify its interpretation of California’s new pay transparency requirements.
Among other updates, the new FAQs provide additional guidance on:
Coverage. Employers with at least 15 employees – and at least one employee in California – must include the
New Equal Pay Act/SB 1162 FAQs
Well, we have a bit of clarification on SB 1162’s new pay scale disclosure requirements. The Department of Industrial Relations (DIR) updated the existing “California Equal Pay Act” FAQs a few days ago. You can find them here.
City of Inglewood Passes Healthcare Worker Minimum Wage Ordinance
Over the summer, several cities considered and even passed a $25.00 minimum wage for healthcare workers.
The Cities of Inglewood and Duarte sent the ordinances for consideration to voters. Only the City of Inglewood measure was successful
The new $25.00 minimum wage applies to private-sector healthcare workers who work in
Some Basics on Tips & Gratuities in California
As defined by Labor Code section 350, a “tip” or “gratuity” includes any money that has been paid, given to, or left for an employee by a patron of a business over and above the actual amount due to the business for services rendered. Tips or gratuities are distinguishable from