What’s New?

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.

Copyright Shaw Law Group, PC © 2023-2006. All rights reserved.

Return-to-Work Considerations

In the four years since the COVID-19 pandemic made “telework” a household name, many employers have permitted employees to stay home or work a hybrid schedule. However, more and more employers are requiring employees to return to in-person work. As a result, we...

Paid Work Time Just Got More Complicated!

Last week, the California Supreme Court published a much-anticipated opinion related to when an employer’s control over an employee’s activities constitutes “hours worked.” Although the Huerta v. CSI Electrical Contractors opinion primarily relates to rules governing...

Some Thoughts on Internal Workplace Investigations

We’ve all been there. It’s a busy afternoon. You receive an employee complaint via email. You think to yourself, “What do I do now?” The short answer: If there are key facts you do not know, you need to investigate the complaint. Once an employer is on notice of...

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...

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