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Welcome to Shaw Law Group, PC’s law blog. We focus on employment law developments, particularly in California. The posts below are current as of the date of the posting. Nothing in this forum should be construed as legal advice, ’cause it isn’t. Please consult your regular counsel or hire us! Also – this is a public website, so communications are not privileged.

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California Paid Sick Leave for Part-Time Employees

One of the most common questions employers ask us about California’s paid sick leave law is how it applies to part-time employees. Below we identify the three most common methods of calculating paid sick leave and address how they apply to part-time employees. Accrual...

Timekeeping Tips in Honor of Daylight Saving Time

For reasons that we will never quite understand, daylight saving time is once again upon us. In the spirit of mourning the hour all lost this weekend, here are our top 10 timekeeping tips for employers: Non-exempt employees must be paid for every minute they work....

Cal/OSHA’s Model Workplace Violence Prevention Plan and Guidance is Here!

Hats off to Cal-OSHA!  They are WAY ahead of schedule… As you probably know, by July 1, 2024, most California employers must establish, implement, and maintain an “effective” workplace violence prevention plan (“WVPP”) – read our previous blog post on the new law...

Exemptions Go to the “Bread” Winners!

Many of you probably have heard about the FAST Act.  We can’t resist responding when employment law makes headlines, so below we dig into the FAST Act and its exemptions, and also explore the common link between legislative exemptions and well-funded lobbying groups....

When is Wearing “BLM” Insignia “Concerted Activity”?

Last week, the National Labor Relations Board ruled that Home Depot violated an employee’s rights under Section 7 of the National Labor Relations Act by requiring them to remove the “BLM” (the acronym for “Black Lives Matter”) insignia from their orange work apron....

Reasons Not to Hide Performance Terminations as Layoffs

All employers have been there. You decide to terminate an employee because of their poor job performance, but there is a problem. Maybe the supervisor has never addressed the performance issues.  Or, the manager never documented their discussions with the employee....

What’s New With California’s Pay Data Reporting Requirements?

Private employers of 100 or more employees and/or 100 or more workers hired through labor contractors must annually report pay, demographic, and other workforce data to the California Civil Rights Department (“CRD”). This year, those reports are due by May 8, 2024. On...

Form I-9 Best Practices

Employers use the form I-9 to verify the identity and legal authorization to work of all paid employees in the United States. Unfortunately, it is not always easy to properly and timely complete the I-9, and significant liability can result from getting it wrong. We...

A.B. 1076 Notice Deadline is Fast Approaching

Senate Bill 699 and Assembly Bill 1076 were effective on January 1, 2024, expanding the prohibition on non-compete agreements in the employment context and requiring employers to notify employees and former employees that any non-compete agreements to which they...

Employment Law Potpourri

The pace of employment law developments can be fast and furious at the start of a new year.  Below are a few things you should carefully review. Updated “California Law Prohibits Workplace Discrimination and Harassment” Poster. California’s Civil Rights Department has...

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