While there are many complications in California’s wage and hour laws, two fundamental rules remain true: (1) an employee should be able to determine what they will be paid; and (2) an employee is entitled to their earned wages.
Handling the COVID -Sick and Purportedly COVID -Sick Employee The main questions we receive from employers during the pandemic is how to keep sick employees’ home and how to get healthy employees working. These are reasonable questions. Ordinarily, California’s employment laws are particularly employee friendly and are best understood only after the courts have had an opportunity to interpret the unfortunately ambiguous language provided by the legislature. Due to COVID-19, […]
Dozens of new state laws are going into effect across California. From minimum wage to rent control to domestic violence, below are some of the key points of some of these new laws: Consumer Protection AB 539: Predatory Lending On January 1, 2020, significant amendments were made to the California Financing Law. Some such amendments came from AB 539, known as the Fair Access to Credit Act. This law subjects […]
Employers are more likely to pay large damages awards when they choose to pay employees a salary. Moreover, employees are more likely to miss breaks and the associated health and safety benefits on a salary. Employment law, particularly California employment law, is a field with requirements that change every single year. These requirements can be hard to understand and it can be hard to keep up with the changes to […]
The most common civil claims against employers relate to either (1) problems with wages and hours worked, or, (2) termination and harassment claims. Claims in the first category may include overtime issues, missed meal or rest periods, inaccurate paystubs, bonus payments, and similar issues. While the details can be quite complicated, the basic question involved in this first category is relatively straightforward: are the wages being paid appropriate under the […]
Beginning January 1, 2018, Contractors are directly liable for the wages of any unpaid employee of their subcontractors, of any tier. This is the effect of California Labor Code § 218.7[1]. California has continued its efforts to ensure that worker’s who are not paid their wages are guaranteed to receive them, no matter who ultimately must pay[2]. Contractors should already be familiar with the risks of unpaid subcontractor wages. Under […]
