Shortly after being sworn in as the new governor of California, Gavin Newsom proposed extending California’s current six-week paid family leave (PFL) to six months.
Pursuant to anticipated new “predictable scheduling” regulations, New York employers may soon have to provide employees with “call-in pay” for certain unworked hours.
We continue to see the impact of the California Supreme Court’s Dynamex Operations West, Inc. v. Superior Court of Los Angeles decision about what is the legal standard to determine whether workers should be classified as employees or independent contractors.
With the New Year approaching and employee leave accruals resetting, employers must be mindful of the continually-evolving laws governing employees’ use of, and entitlement to, leave time in the jurisdictions where they conduct business.
An award to a prevailing party for fees and costs after the losing party rejected a Section 998 pretrial settlement offer does not apply to nonfrivolous cases filed under the Fair Employment and Housing Act (FEHA), a California appellate panel has ruled.
Effective December 31, 2018, New York employers will be subject to changes to both the state-mandated minimum wage and certain overtime exemption criteria.
With the dozens of new laws enacted by the California legislature and signed into law by outgoing governor Jerry Brown, employers in the Golden State will have little time to rest over the holidays as they prepare for new requirements.
What has the Department of Fair Employment and Housing (DFEH) been up to?
With Election Day fast approaching, employers may be confronted with—and, pursuant to certain state laws, are often required to grant—employee requests to take time off to vote.
Uber drivers seeking to be classified (and compensated) as employees and not independent contractors were dealt a blow by the U.S. Court of Appeals, Ninth Circuit when the federal appellate panel reversed class certification and ordered the drivers to arbitration.