California - Wage & Hour

California Governor Newsom recently signed a bill impacting employers’ obligations when it comes to providing time off for jury duty, court attendance and

California’s healthcare minimum wage will finally take effect on October 16. Under last year’s SB 525, the minimum wage was increased for almost all healthcare workers. Due to budgetary concerns, the law’s implementation was delayed.

By: New Minimum Wage for California Health Care Workers Takes Effect October 16, 2024 A minimum wage increase for health care workers in California will kick in on October 16, 2024. The change was originally slated to take effect this past June, after California enacted Senate Bill (“SB”) 525 in the

On September 29, 2024, California Governor Gavin Newsom signed into law Assembly Bill (AB) No. 2499, a measure that provides leave protections for victims of domestic violence, sexual assault, stalking, or other crimes, as well as protections for employees performing jury duty or taking time off fro

Paid sick leave will be available when a family member is a victim of domestic violence, sexual assault, stalking, or other crimes. Paid sick leave will be available for “preventive care” of agricultural employees who work outdoors when there is a smoke, heat, or flooding emergency. Unpaid leave pro

Employers will no longer be able to require employees to use up to two weeks of vacation before they receive paid family leave insurance benefits. Employees will have access sooner to paid family leave insurance benefits. Changes can have a knock-on effect concerning substitution of paid leave under

Starting in January 2025, California’s Fair Employment & Housing Act (FEHA) will prohibit employers from including a statement in a job advertisement, posting, application, or other material that an applicant must have a driver’s license unless the employer “reasonably” anticipates driving to be an

Beginning on January 1, 2025, California’s minimum wage will increase from $16.00/hour to $16.50/hour. The increase applies to all employers of any size. Earlier this month, the Director of the CA Department of Finance determined and certified that this increase correlates to an increase in the Cons

In this episode, Jen addresses the legal requirements applicable to your employees’ itemized wage statements.

In this episode, Jen discusses why employers need to care more about complying with applicable wage-hour laws.

In this episode, Jen discusses the California Supreme Court’s new decision in Naranjo v. Spectrum Security Services, Inc. regarding Labor Code section 226 penalties.

In 2023, Governor Newsom signed Senate Bill 525, which established five separate minimum wage schedules for certain covered health care facilities, effective June 1, 2024. However, due to a projected state budget deficit, Governor Newsom recently signed SB 828, delaying the effective date to July 1,

As we discussed in last month’s column, calculating the regular rate of pay can be complicated, and failure to do so correctly can result in significant liability for employers.

We love reporting a rare win for employers in the California Supreme Court! Last week, the Court ruled that employers can avoid the often substantial penalties accompanying wage statement violations by proving that their noncompliance was not “knowing and intentional.”

Even employers with the best intentions find it difficult to understand California’s ever-changing wage and hour laws.

The California Pay Data Reporting Portal opened on February 1, 2024, and private employers of 100 or more employees and/or 100 or more workers hired through labor contractors must submit their 2023 pay data reports on or before May 8, 2024. In this podcast, Jay Patton (shareholder, Birmingham) and K

Jennifer Shaw appeared on “The Afternoon News with Kitty O’Neal” to discuss the $20 Fast Food Worker Min Wage. You can listen to the interview here .

Last week, the California Supreme Court published a much-anticipated opinion related to when an employer’s control over an employee’s activities constitutes “hours worked.”

Effective April 1, 2024, a new California law will require employers in the state’s fast casual restaurant industry to pay covered non-exempt employees a minimum wage of $20 an hour.

California Supreme Court answers questions about state Wage Order No. 16, which governs wages, hours, and working conditions in the construction, drilling, logging, and mining industries, and clarifies scope of “hours worked.” Decision impacts any business in California that requires pre- or post-wo