Topics for this Month include:

– City of Los Angeles’ “Ban the Box” Ordinance

– Ruling on DOL Overtime Regulations Fast Tracked

– Recordkeeping requirements for OSHA Workplace Injury Records

– EEOC’s Proposed Harassment Enforcement Guidance

– Requirements for Providing Rest Breaks Clarified by California Supreme Court

– U.S. Supreme Court to Review (Again) Class Action Waivers

– FCRA Disclosure Notice Cannot Include Liability Waiver

The City of Los Angeles “Bans the Box”

Effective January 1, 2017, most employers with more than ten (10) employees who work, on average, at least two hours per week within the City of Los Angeles limits, and LA City contractors, are prohibited from including on their job applications a “box” inquiring about a job applicant’s criminal history.  Read More

Topics for this Month include:

– Temporary enjoining of DOL’s exemption rules

– How California’s legalization of marijuana affects employers

– DOL “persuader rule” permanently enjoined

– ACA reporting deadline extended

– EEOC’s new guidelines on national origin discrimination

– $54M jury verdict against Wal-Mart in wage class action

– Court establishes new requirement for on-duty meal periods

– Payroll service provider’s potential liability to client’s employees

After All That Hard Work… The FLSA Exemption Rules Are Now Temporarily Enjoined

After employers across the nation have spent countless hours revamping their compensation structures to comply with the anticipated higher salary requirements for exemptions under the Fair Labor Standards Act that were supposed to go into effect today, on November 22, 2016, the Eastern District of Texas issued a nationwide preliminary injunction against the Department of Labor, prohibiting the agency from implementing and enforcing its rules.  Read More

Don’t Forget to Let Your Employees Vote!

Between the presidential election, 18 state propositions and several local propositions, the time it will take employees to stand in line and vote on November 8 could be lengthy.  Remember that California requires employers to post a notice of employee voting rights at least ten (10) days before an election (but of course all of you keep this poster up all year round).  If employees do not have sufficient time before or after work to vote, they are entitled to take time off to do so, with up to two (2) hours of the time paid.  Read More