COURT FINDS EMPLOYER'S GOOD FAITH BELIEF RELIEVES EMPLOYER OF PENALTIES California Labor Code Section 226 has long required that employees be provided with detailed wage statements every pay period. The Labor Code also provides that the “knowing and intentional”...

UPDATED WORKERS' COMPENSATION POSTER TO INCLUDE NOTICE OF RIGHT TO CONSULT AN ATTORNEY Current Labor Code Section 3550 provides that California employers subject to the workers’ compensation system are required to post notices in the workplace advising employees of...

Following the recent reform legislation that significantly modifies PAGA, employers should begin to take proactive steps to minimize or eliminate potential liability with the litany of potential labor law violations which could give rise to a PAGA lawsuit. A BRIEF...

As anticipated, Governor Gavin Newsom has signed legislation to reform the Private Attorneys General Act (PAGA), following a multi-party effort between business and labor groups. As a result of this new legislation, the FIX PAGA November ballot initiative has been...

On June 18, 2024 Governor Newsom announced that an agreement has been reached to reform the Private Attorney General’s Act (PAGA). This action is in response to the pending November Ballot measure which we have previously reported on that sought to completely overall...

LOCAL MINIMUM WAGE INCREASE Employers located within the City and County of Los Angeles City should mark their calendars to implement the upcoming minimum wage increase, effective July 1, 2024. LOS ANGELES CITY On February 1, 2024 Los Angeles City announced that the...

THE FUTURE OF PAGA ON NOVEMBER BALLOT As has been the law for two decades, the Private Attorney Generals Act (PAGA) allows “aggrieved” employees to file a lawsuit on behalf of themselves and on behalf of other “aggrieved” employees (as their “representative”) and on...

As the July 1, 2024 deadline for implementing a Workplace Violence Prevention Plan (WVPP) is quickly approaching, California’s Division of Occupational Safety and Health (“Cal/OSHA”) has now published a Model Workplace Violence Prevention Plan to assist employers in...

Paying overtime seems simple-hourly non-exempt employees are paid either 1.5x or 2x their rate of pay for overtime hours worked. However, in reality, calculating overtime is more complex as the overtime rate is not based on the “hourly rate of pay,” but instead must...

MEAL BREAK REQUIREMENTS MUST BE STRICTLY ENFORCED California law requires that employers “shall not employ an employee for a work period of more than five hours per day without providing the employee with a meal period of not less than 30 minutes.” Additionally, if...