Dear Readers:
Today, I am pausing my usual “Friday’s Five” post to address a pressing issue that has deeply affected our community: the devastating fires in Los Angeles. Over the last couple of days, I could see the flames of
The beginning of 2025 presents an ideal opportunity for companies to perform a California employment law audit. This proactive step ensures your policies align with current regulations, your managers receive proper training, your company retains required records for the appropriate
2024 brought a host of challenges for California employers, with significant legal changes and new compliance requirements reshaping the workplace. Employers faced hurdles such as adapting to updated employment laws, implementing workplace violence prevention plans by July 1, 2024, and
This Friday’s Five is a break from the normal legal update – I’m asking you a few questions. I started this post in 2022, and wanted to continue with the questions. Hopefully the questions will help you reflect on 2024,
As 2024 comes to a close, California employers are reminded of their obligations under SB 476, which took effect on January 1, 2024. This law requires employers to shoulder the costs of obtaining food handler cards and compensate employees for
As we approach 2025, California employers must gear up for a series of significant legal and financial adjustments. These changes range from minimum wage hikes to increased salary thresholds for exempt employees, and they impact various industries across the state.
As the holiday season approaches, it’s a great time for employers to revisit their responsibilities when it comes to accommodating holiday leave requests and ensuring proper pay practices. Last week, we discussed important vacation considerations for employers during the holiday
As employees begin planning for winter vacations and time off to celebrate, it’s a good opportunity for California employers to review the state’s unique rules regarding vacation policies. To help navigate these complexities, this Friday’s Five highlights five critical vacation
When interviewing potential employees, California employers must navigate a complex landscape to ensure their practices are compliant and effective. Here are five essential practices to consider:
1. Understand Prohibited Questions to Avoid Discrimination
California law restricts employers from asking certain
By Yaron Tilles
Under California law, non-exempt employees are entitled to one unpaid 30-minute meal period and two paid 10-minute rest breaks during a typical 8-hour shift. However, California’s meal and rest break rules (“MRB rules”) do not apply to interstate