We are pleased to invite you to our upcoming virtual Tressler Talk:The Elimination of Bias in Employment Law
Join us for a special presentation on eliminating bias in employment law. Tressler’s experienced attorneys will discuss prohibited discriminatory conduct in
On May 22, 2023, the California Supreme Court decided People ex rel. Garcia Brower v. Kolla’s, Inc. (SC S269456 5/22/23). The question presented was whether a report of unlawful activities made to an employer or agency that already knew
In December 2022, Tressler’s Employment Blog explored the implications of a Federal Aviation Administration (“FAA”) rule requiring rest breaks for flight attendants. The new rule increased the minimum rest period from nine consecutive hours to 10 consecutive hours for crews
Tressler attorney Bicvan Brown has been elected President of the Vietnamese American Bar Association of Southern California (VABASC). Bicvan is a partner in Tressler’s Orange County, California office, Chair of the firm’s national Labor and Employment Practice Group and
As of January 1, 2023, employers with 15 or more employees must include the pay scale, which is the salary or hourly wage range that the employer reasonably expects to pay for the position, in job postings. All employers
Initial Guidance From The California Labor Commissioner’s Office:
In early January 2023, the California Labor Commissioner’s Office released information on its website explaining its interpretation of the pay transparency law. California Equal Pay Act: Frequently Asked Questions. FAQ’s 27-36
Summary: As of January 1, 2023, employers with 15 or more employees must include pay scale in job postings, all employers must provide pay scale to current employees who request the information for their position, employers must retain pay records
On Tuesday, October 4, 2022, the United States Department of Transportation’s Federal Aviation Administration (“FAA”) issued its final rule for required rest breaks for flight attendants. The new rule increased the minimum rest period from nine consecutive hours to 10
Employers are requiring employees to return to offices or creating hybrid remote/in-office arrangements with employees. Yet, legal questions arising from remote work remain, including an employer’s exposure when employees choose to work from home in a different jurisdiction from the