RPNA’s Nicholas Roxborough attended last week’s National WCIRB Annual Conference, where he spoke on the Dynamex issue and also served as a moderator on the California Consumer Protection Act of 2018.
1. “Call-In” Shifts Trigger Reporting Time Wages On February 4, 2019, a divided panel of the California Court of Appeal, in Ward v. Tilly’s Inc., held that certain on call scheduling triggered the Wage Order’s reporting time pay requirements, effectively putting an end to a common scheduling practice in California. In this case, employees of Tilly’s,…Details
January 28, 2019 – Roxborough, Pomerance, Nye & Adreani, LLP is pleased and honored to announce that Drew Pomerance has been selected to America’s Top 100 Civil Defense Litigators® for 2019. Selection to America’s Top 100 Civil Defense Litigators® is by invitation only and is reserved to identify the most exceptional Civil Defense Litigators throughout the nation. Candidates…Details
As many business owners are aware, the California Supreme Court recently threw employers a serious curveball with respect to how employers must calculate overtime. Adding to the confusion, the Court stated employers should have been aware of this calculation method even though the same California Supreme Court declared it void over 20 years ago.
The EEOC shows no signs of slowing down when it comes to its strategic enforcement of federal workplace discrimination laws. Indeed, EEOC litigation picked up in the fiscal year ended September 30, 2018, and the agency just held a major public hearing in October to emphasize the attention its placing on workplace harassment.
The #MeToo movement has certainly had an impact on how employers do business in California. But even before this, California was long considered to be a trailblazer in the area of sexual harassment law. Indeed, California’s Fair Employment and Housing Act mirrors Title VII and employers in other states often look to sexual harassment cases…Details
California’s stringent laws against the enforcement of non-compete agreements and non-solicitation agreements between employers and employees are well-known. Put simply, non-compete agreements and non-solicitation agreements regarding the solicitation of customers are not enforceable, but non-solicitation agreements regarding the solicitation of other employees may be enforced within limited circumstances.
Under the ADA, employers are required to provide reasonable accommodations to qualified individuals with disabilities. Indeed, failure to provide an accommodation is considered a form of disability discrimination and can open the business to potential legal claims. So how do you know when you need to provide such an accommodation?
As we have discussed at length in various blog posts (take a look here and here), maintaining employee handbooks is a critical necessity for businesses operating in the every-changing employment law environment of California. Preparing, maintaining, and updating a handbook that reflects the policies of your company and your operations takes time and expertise, and…Details
Nick Roxborough joined other thought leaders and stakeholders at a public hearing in Oakland last week to support a new Medical-Legal Fee Schedule (MLFS) model for Qualified Medical Evaluators (QMEs) that would raise their compensation to an adequate level.