One of the hottest issues in employment law is Whistleblowing.
In a departure from decisions in recent years, the California high court has finally imposed some limits on the otherwise expansive reach of the Private Attorneys General Act, Labor Code § 2698, et seq. (“PAGA”). The legislation from 2002 allows one “aggrieved” employee to bring a representative action on behalf of all employees to collect
As employers know all too well, it is no small task keeping up with California’s State and Local Sick Leave laws. Just as frustrating are California’s many paystub requirements under Labor Code section 226. One paystub requirement that often gets forgotten is the need to include employees’ accrued sick time on paystubs.
Inclusion of
If you are an employer in California, you are likely well aware of Labor Code § 226 and the many items that our state requires to be on employee paystubs: gross wages, legal name of employer, inclusion dates for the pay period, etc. (Labor Code § 226) Failure to adhere to all of Labor Code
Plaintiffs’ attorneys in California love making claims based on technical violations related to paystubs. An employee will go see a lawyer complaining about wrongful termination or harassment or discrimination and the lawyer will say, “Let me see your paystub.” Labor Code Section 226 lists at least 9 items that an employer must include on employees’
We often blog about how different California employment laws are when compared to the rest of the US. Whether it is the minimum wage, mandatory harassment prevention training requirements, or that funky law called PAGA, find out how to comply with laws in what we fondly refer to as the United Republic of
Another year brings another top 10 list!
After a year dominated by harassment issues, this Alert sets forth the top 10 trends I saw in my practice from 2017 that inform what California employers can expect in 2018. Best wishes to all for 2018!
Guest post by Charlie Nelson Keever:
Brace yourself. Plaintiffs can now use representative PAGA actions as the basis for a statewide “fishing expedition” to discover alleged employer misconduct.
Now, I’m a baby lawyer (or, more aptly, an almost baby lawyer) – I’m
The California Supreme Court has once again deviated from what many view as clear precedent of the U.S. Supreme Court concerning the enforcement of arbitration agreements. Last week, the California court decided McGill v. Citibank, N.A., holding that state “public policy” precludes
I am looking forward to the California HR Conference sponsored by PIHRA (Southern California’s SHRM) coming up on August 29-31st in Long Beach. If you haven’t registered, take a look at the three day list of speakers and networking events.
I will be speaking on the Top 10 Trending Issues for California HR on