Under the California Labor Code, employers are required to adhere to various wage and hour requirements for benefit of employees. Indeed, employers must provide employees with specific information concerning the wages they are paid, and failure to do so may result in legal penalties, including a potential wage and hour class action.
The California Labor Code Private Attorneys General Act (PAGA) authorizes aggrieved employees to file lawsuits to recover civil penalties on behalf of themselves, other employees, and the State of California for alleged Labor Code violations. In other words, PAGA gives a private citizen the right to pursue fines that would normally only be available to…
RPNA’s $89 million judgment in a landmark class action employment suit was highlighted in the February 6, 2017 issue of San Fernando Valley Business Journal. The article discusses the impact of the 5-2 decision—which was argued in front of the California Supreme Court by RPNA partners Drew Pomerance and Michael Adreani—on how California employers approach meal and rest breaks. Specifically, it clarifies and sets…
Thanks to technology, employers are essentially now able to track an employee’s every move. Whether it be on the internet, on sales routes, or in a production center, technological advancements have made it easy to monitor an employee’s movements in ways that could only be imagined a couple of decades ago. As we have discussed…
Since Election Day, speculation about the impact the Trump Administration will have on existing business and employment laws and regulations has abounded. Now that President Trump has taken office, what can we expect? Read on for my thoughts on how the Department of Labor, the EEOC, and the President’s own executive actions may have bearing…
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…
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…
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…
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. Nonexempt Employees
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…