In today’s digitally-driven age, it seems that it would be surprising to have an employee who did not have a smartphone, tablet, or other similar device that allowed him to instantly ‘connect’. In fact, many California employers assume that it is a given that their employees own a smartphone and encourage them to also use it for work-related purposes. Unfortunately, doing so can land a business in legal hot water.Details
Most California employers seem to be cognizant of their legal responsibility to implement, if not vigorously consider, reasonable disability accommodations when an employee submits a related request. According to the EEOC, a reasonable accommodation is “any change in the workplace or the way things are customarily done that provides an equal employment opportunity to an individual with a disability.” So what happens in the instance where the employee never asks? The employer might be expected to be a mind-reader, per a recent appellate court decision out of the Eighth Circuit.Details
California has several new employment laws on the books, at least one of which may affect employers issuing employment agreements now deemed “against public policy.” Assembly Bill 465, effective January 1, 2017, adds a new section to the Labor Code that prohibits employers from compelling employees to resolve employment disputes outside of California. Such provisions are now void as against public policy.Details
California business owners: Have you taken a look through your employee handbook in a while? Thanks, in part, to the numerous recent updates to state and federal employment law, it is probably time.
The new year is an ideal time to update employment policies. Maintaining current employee handbooks ensures that employees are aware of their rights—and those of their employer—under the law. For example, California law (in certain circumstances) allows employees to take time off work without retaliation. Additionally, as we discussed in this post on employees and the election, employees are allowed time off to vote and to serve on a jury. Most employees are also allowed unpaid, job-protected leave if they are disabled by pregnancy or other medical challenges. The employee handbook is a standard and effective means of sharing relevant company information with employees, and your attorney can help you update your handbook so it complies with both California and federal law.Details
The distinction between exempt and non-exempt employees can, at times, be unclear for many employers. State and federal law may apply regardless. Indeed, the Fair Labor Standards Act (FLSA) requires that employers classify jobs as either exempt or nonexempt, so misclassifying an employee, even unintentionally, can result in serious legal trouble.
On January 1, 2017, employers in California with headquarters outside of the Golden State will be treated the same as in-state employers insofar as applying California Law. Labor Code Section 925, which applies to employment contracts with employees who live and work primarily in California, prohibits the use of contract provisions that apply another state’s law or require adjudication of disputes in another state as a condition of the employment of an individual who primarily resides and works in California.Details
At the present time, an estimated 7 million employees in California are not offered tax-qualified retirement plans through their employers. Starting Jan. 1, 2017, this is going to change. Under the California Secure Choice Retirement Savings Program (Senate Bill 1234), employers who do not currently offer a tax-qualified retirement plan to employees will be required to offer the new California state-run retirement program to their employees. According to California Treasurer’s Office, this new law is the “most ambitious push to expand retirement security since the passage of Social Security in the 1930s”.
Who is Impacted by the New Law?
Perhaps in response to some of the questions posed by the media following the election of Donald Trump, the Equal Employment Opportunity Commission (“EEOC”) recently released guidance on national origin discrimination under Title VII of the Civil Rights Act of 1964 (Title VII). As many employers are aware, Title VII applies to any individual employed in the United States by a covered employer (employer with more than four employees), regardless of immigration status, as well as any foreign national outside the United States when they apply for U.S.-based employment.Details
The results are in and we’re taking a look ahead at the potential changes in laws and policies that could impact employers in President-Elect Trump’s new administration. Particularly, we will be closely monitoring:Details
Employment policies continue to be closely scrutinized by the National Labor Relations Board (NLRB) and certain policies seem to be receiving particular attention. Not surprisingly, some of these policies relate to social media.
A somewhat new area in the employment world, the role of social media is just being carved out in the courts and employers must walk a fine line when determining how to police employees’ use of social media inside and outside of the workplace.Details