As wildfires and other natural disasters occur more frequently, California workers face an increased risk of suffering a catastrophic injury when reporting to work during a natural disaster. Yet, many report to work during natural disasters out of fear of retaliation or suffering an adverse action, such as wrongful termination. ...
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California law is clear: California employees are not required to receive wage payments via direct deposit. Employers must provide employee choice with regard to receipt of pay. Labor Code section 213 permits employers to pay employees via direct deposit into an account of the employee’s choosing, so long as the ...
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California law reflects the state’s strong public policy in favor of full payment of wages for all hours worked. Armenta v. Osmose, 135 Cal. App. 4th 314, 321-24 (2005). California employees are entitled to collect overtime compensation, based on a multiple of their regular hourly rate. California Labor Code § ...
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Living with a disability is hard. Working with one is even harder. When work becomes impossible due to a disability, California workers have the right to request reasonable accommodation from their employers. One form of accommodation that has grown increasingly popular over the years is the emotional support animal. That’s ...
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Starting in 2022, a slew of new laws protect California workers, including laws seeking to curtail wage theft from all workers and delivery drivers, and laws prohibiting overly broad confidentiality agreements. Continue reading for an overview of new laws set to protect California workers in 2022. AB 1003 – Wage ...
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On January 1, 2022, SB 331, known as the Silenced No More Act, becomes effective throughout California. The Silenced No More Act empowers survivors of harassment and discrimination and seeks to curtail future abuses by perpetrators in the workplace. Building on 2018’s STAND Act (SB 820), the Silenced No More ...
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On July 15, 2021, the Supreme Court of California published an employment law opinion answering a hotly contested wage and hour issue regarding the correct calculations for premium payments made to California employees. In Ferra v. Loews Hollywood Hotel, LLC, 11 Cal. 5th 858 (2021), a bartender filed suit seeking to ...
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On February 2, 2021, the Oakland City Council approved the Oakland Coronavirus/COVID-19 Pandemic Hazard Pay Ordinance. The emergency ordinance adds Chapter 5.96 to the Oakland Municipal Code and requires large grocery stores in the City of Oakland to pay employees an additional $5.00 per hour in hazard pay during the ...
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On July 3, 2019, California became the first state in the United States to ban employers from discriminating against employees and applicants based on their natural hairstyle. Codified at Government Code section 12926, the Create a Respectful and Open Workplace for Natural Hair Act (“CROWN Act”) works within the California Fair ...
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California law operates to ensure employers provide employees with the equipment and resources necessary to work and protect employees by preventing employers from passing operating expenses on to employees. To that end, the Labor Code mandates that California employers reimburse employees for mandatory expenses incurred in performing job duties. Employers ...
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