Showing 121 posts in California.

Hair today...discrimination case tomorrow?

April 26, 2019 by Hinshaw & Culbertson LLP

California is well on its way to unanimously becoming the first state to ban discrimination in schools and workplaces based on hair/hairstyles, hair textures, and protective hairstyles such as twists, braids, updos, and wigs. The CROWN (Create a Respectful and Open Workplace for Natural Hair) Act would prohibit employers and schools from enforcing discriminatory grooming, hair keeping policies, or dress codes that could disproportionately affect people of color. Going forward, California employers should look at their related polices to ensure they are non-discriminatory and do not specifically target hairstyles or hair textures of people of color. More ›

It's Risky Business for California Employers when Scheduling Employees On-Call

February 19, 2019 by Hinshaw & Culbertson LLP

In Skylar Ward v. Tilly's Inc., the Second Appellate District of the Court of Appeal for the State of California found, in a split decision, that employees who were required to call in two hours before a scheduled on-call shift in order to confirm their shift, should be compensated under laws governing "reporting time pay." This decision should remind California employers of the need to compensate on-call employees consistent with the Labor Code, Wage Orders, and any other applicable laws. Employers should also consider that—pursuant to the majority opinion in Ward v. Tilly—requiring employees to call in ahead of on-call shifts amounts to asking them to report to work and they should be compensated for this time. More ›

California Appeals Court Confirms Constitutionality of Piece-Rate Compensation Statute

January 12, 2019 by Hinshaw & Culbertson LLP

In Nisei Farmers League vs. California Labor and Workforce Development Agency, California’s Fifth Appellate District confirmed the constitutional validity of Labor Code section 226.2, a recently enacted law providing that employees paid on a piece-rate basis must be paid at least minimum wage, and must be paid for rest and recovery periods and “other nonproductive time” separate from any piece-rate compensation. Under a piece-rate system, employees are not paid by the hour, but rather based on activities, task or units of production completed. For example, employees are paid by the number of widgets they produce. The goal of the statute was to make sure employers who pay under a piece-rate system also comply with all minimum wage law requirements that apply to hourly workers. More ›

The 12 Days of California Labor & Employment Series – Day 12 "Expansion of Employer Liability under FEHA"

December 31, 2018 by Mellissa A. Schafer

It is the end of the year and while everyone is busy, employers in California should be aware of new laws and regulations that go into effect on January 1, 2019. In the spirit of the season, we have used the "12 days of the holidays" to blog about one California law a day and that law's impact on California employers. Without further ado, on the twelfth day of Christmas, my Labor and Employment attorney gave to me—twelve lords a leaping and SB 1300. We saved SB 1300 for the end because it is chock full of important changes for employers. More ›

The 12 Days of California Labor & Employment Series – Day 10 "Expansion of Family Leave"

December 27, 2018 by Mellissa A. Schafer

It's the end of the year and while everyone is busy, employers in California should be aware of new laws and regulations that go into effect on January 1, 2019. In the spirit of the season, we are using the next "12 days of the holidays" to blog about one California law a day and that law's impact on California employers. On the tenth day of Christmas, my Labor and Employment attorney gave to me—ten pipers piping and SB 1123. More ›

The 12 Days of California Labor & Employment Series – Day 9 "Confidentiality No More When It Comes to Harassment Settlements"

December 26, 2018 by Mellissa A. Schafer

It's the end of the year and while everyone is busy, employers in California should be aware of new laws and regulations that go into effect on January 1, 2019. In the spirit of the season, we are using the next "12 days of the holidays" to blog about one California law a day and that law's impact on California employers. On the ninth day of Christmas, my Labor and Employment attorney gave to me—nine drummers drumming and SB 820. More ›

The 12 Days of California Labor & Employment Series – Day 8 "Anti-harassment Training in Hollywood"

December 24, 2018 by Mellissa A. Schafer

It's the end of the year and while everyone is busy, employers in California should be aware of new laws and regulations that go into effect on January 1, 2019. In the spirit of the season, we are using the next "12 days of the holidays" to blog about one California law a day and that law's impact on California employers. On the eighth day of Christmas, my Labor and Employment attorney gave to me—eight maids a milking and AB 3082 and AB 2338. More ›

The 12 Days of California Labor & Employment Series – Day 7 "General Contractor Liability Clarified"

December 21, 2018 by Mellissa A. Schafer

It’s the end of the year and while everyone is busy, employers in California should be aware of new laws and regulations that go into effect on January 1, 2019. In the spirit of the season, we are using the next "12 days of the holidays" to blog about one California law a day and that law's impact on California employers. On the seventh day of Christmas, my Labor and Employment attorney gave to me—seven swans a swimming and AB 1565. More ›

The 12 Days of California Labor & Employment Series – Day 6 "Meal and Rest Break Changes"

December 20, 2018 by Mellissa A. Schafer

It's the end of the year and while everyone is busy, employers in California should be aware of new laws and regulations that go into effect on January 1, 2019. In the spirit of the season, we are using the next "12 days of the holidays" to blog about one California law a day and that law's impact on California employers. On the sixth day of Christmas, my Labor and Employment attorney gave to me—six geese a'laying and AB 2605 and AB 2610. More ›

The 12 Days of California Labor & Employment Series – Day 5 "Salary History Clarifications"

December 19, 2018 by Mellissa A. Schafer

It's the end of the year and while everyone is busy, employers in California should be aware of new laws and regulations that go into effect on January 1, 2019. In the spirit of the season, we are using the next "12 days of the holidays" to blog about one California law a day and that law's impact on California employers. On the fifth day of Christmas, my Labor and Employment attorney gave to me—five golden rings and AB 2282. More ›

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