By Jennifer Brown Shaw and Eric Glassman | The Daily Recorder | May 23, 2017
For how many consecutive days may an employer require an employee to work? Given the maze that is California employment law, one might think the answer to that question was settled long ago. But no. The California Supreme Court only recently deciphered the meaning...
By Jennifer Brown Shaw and Michelle Goldberg | The Daily Recorder | May 10, 2017
Employers increasingly are relying on electronically signed personnel records and other documents relevant to employer-employee relationships. Both state and federal laws treat “electronic signatures” as valid as so-called wet signatures, but only when the electronic...
By Jennifer Brown Shaw and Brooke Kozak | The Daily Recorder | May 2, 2017
California’s Labor Code and wage orders require employers to “authorize and permit” employees to take periodic, paid rest periods. These requirements equally apply to all employees, unless employees are designated “exempt” under the executive, administrative,...
By Jennifer Brown Shaw and Eric Glassman | The Daily Recorder | April 11, 2017
The California Supreme Court recently issued a landmark decision, holding that a public employee’s written electronic communications via a personal account may be subject to a Public Records Act request. One of the interesting questions the decision raises relates to investigations of workplace misconduct: Can an investigator use a Public Records Act request to obtain communications made by public-sector witnesses on their personal devices? Subject to some significant limitations, it appears that the answer is “yes.”
By Jennifer Brown Shaw and Michelle Goldberg | The Daily Recorder | March 28, 2017
When an employer does not pay an employee for work, the employer is liable for the unpaid wages. But a company’s owners, directors, officers, and managing agents may be personally liable for wage and hour violations as well. Lower-level managers and supervisors may also incur personal liability in some circumstances.
By Jennifer Brown Shaw and Alayna Schroeder | The Daily Recorder | March 13, 2017
Since 2015, almost all California employers have been obligated by state law to provide paid sick leave to their employees. However, many local governments within the state also require employers to provide sick leave—and the requirements are not always the same as...
By Jennifer Brown Shaw and Brooke Kozak | The Daily Recorder | February 28, 2017
In 2012, the Equal Employment Opportunity Commission (EEOC) issued guidance addressing the use of arrest and conviction records in employment decisions. At the time, only seven states had some restriction regulating how employers could use criminal history in employment decisions.
By Jennifer Brown Shaw and Eric J. Glassman | The Daily Recorder | February 6, 2017
The simple matter of providing workers with periodic rest breaks can be more tricky than it appears. California courts addressed two significant employee rest break issues in 2016: (1) timing and (2) what is sufficient “rest” to be a legally compliant break....
By Jennifer Brown Shaw and Michelle Goldberg | The Daily Recorder | January 20, 2017
The Equal Employment Opportunity Commission, or “EEOC,” requires covered employers to report employees’ race/ethnicity and gender using the Employer Information EEO-1 report. Covered employers include most private sector employers with more than 100 employees, and...
By Jennifer Brown Shaw | The Daily Recorder | January 3, 2017
This article is Part 2 of a two-part series providing an overview of new federal and California employment laws. Unless otherwise noted, these laws will take effect on January 1, 2017. Paid Sick Leave for In-Home Supportive Services Employees – SB 3 Effective July 1,...
By Jennifer Brown Shaw and Paul M. Smith | The Daily Recorder | December 21, 2016
This article is Part 1 of a two-part series providing an overview of new federal and California employment laws. Several new laws taking effect in 2017 will affect how California employers do business. This two-part article summarizes key changes that employers can expect and suggests ways to comply. Unless otherwise noted, these laws will take effect on January 1, 2017.
By Jennifer Brown Shaw and Brooke Kozak | The Daily Recorder | December 7, 2016
Proposition 64, also known as the Adult Use of Marijuana Act (“the Act”), passed on November 8, 2016. The Act represents a significant change to California law. Although the initiative expressly states it does not change employer’s rights and obligations to maintain a drug-free workplace, California employers should plan for reality: more employees may be under the influence of marijuana at work.
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