To have Private Attorneys General Act (PAGA) standing, a plaintiff must be an “aggrieved employee,” which is an individual who worked for an alleged violator and personally sustained at least one Labor Code violation....more
The Federal Arbitration Act preempts state laws that inhibit parties from entering into arbitration agreements.
In Chamber of Commerce v. Bonta, the Ninth Circuit ruled that the Federal Arbitration Act preempts...more
A number of recent case law and regulatory updates—at both the state and federal levels—carry important implications for California employers in the upcoming year....more
As of January 1, 2023, California will require most employers to disclose “pay scale” information in job postings. SB 1162 also imposes a host of new reporting and pay transparency requirements for larger employers, including...more
10/17/2022
/ California ,
California Consumer Privacy Act (CCPA) ,
Civil Monetary Penalty ,
EEO-1 ,
Governor Newsom ,
Job Applicants ,
Labor Code ,
Labor Commissioners ,
Labor Contractor ,
Pay Data ,
Pay Transparency ,
Remote Working ,
Reporting Requirements
Employers with 26 or more employees are required to comply with the new COVID-19 supplemental paid sick leave starting February 19, 2022, but employer obligations will be retroactive to January 1, 2022, and remain in effect...more
2/17/2022
/ Cal-OSHA ,
California ,
Centers for Disease Control and Prevention (CDC) ,
Coronavirus/COVID-19 ,
Employment Policies ,
Labor Code ,
Paid Sick Leave ,
Quarantine ,
Remote Working ,
State Health Departments ,
Vaccinations
The California Supreme Court unanimously determines that premium pay for missed meal and rest breaks must be based on the more inclusive “regular rate.”
The California Supreme Court held that employers must pay non-exempt...more
7/26/2021
/ CA Supreme Court ,
California ,
Class Action ,
Department of Labor (DOL) ,
Labor Code ,
Labor Commissioners ,
Meal Penalties ,
New Regulations ,
Private Attorneys General Act (PAGA) ,
Rest and Meal Break ,
Wages