CALIFORNIA’S MEAL AND REST PERIOD RULES: THE DEBATE RAGES ON

As many employers have learned recently, California Labor Code section 226.7(b) requires non-exempt employees to be paid one hour’s pay at their regular rate for each workday they are not provided a meal or rest period that complies with the requirements of the...

EVALUATING EMPLOYEE PERFORMANCE: TIPS AND PITFALLS

Many employers evaluate their employees’ performance at some point during the employment relationship, such as annually or at the conclusion of an introductory period. Often, however, these employers conduct performance reviews as a matter of course without...

PROVIDING EMPLOYMENT JOB REFERENCES: NOT AS RISKY AS IT SOUNDS

Many employers hesitate to provide job references because they fear liability. Of course, a negative employment reference could give rise to many different types of claims, including defamation, interference with prospective advantage, blacklisting under Labor Code...

“LIGHT DUTY” AND THE REASONABLE ACCOMMODATION PROCESS

A California Court of Appeal recently concluded employers are not required to make temporary light-duty positions permanent as an accommodation under California’s Fair Employment and Housing Act (“FEHA”). The court’s decision in Raine v. City...

EXEMPT EMPLOYEES AND PARTIAL-DAY ABSENCES

For the past several years, the California Division of Labor Standards Enforcement (DLSE) has taken the position that employers may not deduct partial-day absences from exempt employees’ accrued vacation leave banks. Recently, however, the First District Court...
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