Employers in California are subject to the state's labor laws regarding meal and rest breaks. But staying in compliance with these laws can be problematic.
[This post has been updated and modified from an earlier post from 2016.]
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Topics: ca labor laws, california labor laws, labor law compliance, meal and rest breaks, california break laws
California employers have much to comply with and maintaining clear and legally binding workplace drug policies is important. And confusing, thanks to new laws.
California joined a number of other states by legalizing recreational use of marijuana by adults November, 2016. The passage of the Adult Use of Marijuana Act (AUMA) legalized the recreational use of marijuana for adults 21 years old and over.
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Topics: ca labor laws, HR compliance, california labor laws, employee lawsuits, drug testing, AUMA
California employers are going to once again be inundated with a new installment of labor laws. Most go into effect on January 1, 2017. Are you prepared?
By now, most business owners, employers, and HR managers have had a chance to acquaint themselves with the latest in California labor laws passed this year. However, many of these new regulations become effective in less than a week. With the new year just around the corner, time is short for getting prepared.
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Topics: ca labor laws, HR compliance, california labor law, california labor laws, labor law compliance, payroll compliance
While the original paid sick leave law was passed two years ago, and amended last year, many companies are still catching up. Is your business in compliance?
The Healthy Workplaces, Healthy Families Act of 2014, also known as the Paid Sick Leave Law, was amended in July 2015 by Governor Jerry Brown with the signing of Assembly Bill 304. A number of significant changes were then put into play.
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Topics: California Sick Leave Law, california paid sick leave law, paid sick leave, california labor laws, labor law compliance
On December 1, 2016, the new Department of Labor (DOL) regulations, known as the "Final Rule”, went into effect and now dictates overtime pay and "exempt" employees’ status.
The Final Rule has now changed the employee classification of approximately 4.2 million workers nationwide for overtime pay by automatically qualifying them as "non-exempt" employees. And in California, the DOL now requires all employers to adjust their policies with the "Final Rule."
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Topics: overtime pay, california labor laws, employee classification, employee lawsuits, DOL, exempt employees