Examination of Current Employment Arbitration Laws What You Should Know In early October, the U.S. Supreme Court returned to work and has taken up a case that may impact millions of workers across the United States in how they and employers deal with grievances and complaints. The case is Epic Systems Corp. v. Lewis and it is the most recent
New Laws to Apply for 2018 Employers, now is the time to ensure you are aware of the latest laws for 2018. Over the last several weeks, Governor Brown has signed into law and/or vetoed several pieces of legislation affecting employment in California. Here are some you should be aware of: AB 1008 (Ban the Box) – Effective January 1,
Defining National Origin Recently California has issued proposed regulations through the Department of Fair Employment and Housing which would go beyond those issued in 2016 by the United States Equal Employment Opportunity Commission. The new California regulations, if passed, will go in effect by the end of 2017 and substantially expand the protections for applicants and employees based on
Current Pending Employer-Related Legislation For employers, current legislation pending in California generally includes a mix of beneficial news and some that may cause distress. At the present time, there are four (4) Bills pending, among numerous others, which I am watching closely and wanted to share with you. On the positive side for employers, Assembly Bill 281 and Assembly
Day of Rest Interpreted State Supreme Court Interprets “Day of Rest” Recently the California Supreme Court reviewed and defined a 120-year-old statute which states that an employee in California must have at least 1 day rest in 7 days. For most of the 120 years this has been interpreted as averaging 1 day off in 7 (thus requiring 4-5