In an employee-friendly opinion, the California Supreme Court set forth the calculation of a worker’s overtime pay rate when he or she has earned a flat-sum bonus during a single pay period.
In a letter to congressional leadership, the attorneys general of all 50 states, the District of Columbia and five territories urged lawmakers to enact legislation that would eliminate mandatory arbitration agreements when workers present sexual harassment claims.
Accrued, unused sick time does not count as “wages” under state law, Massachusetts’ highest court has determined in a matter of first impression.
Weighing in on the definition of “tolled,” the Supreme Court declared the time limit on state claims stops while federal claims are pending.
Reinforcing a shift in policy, the Department of Labor (DOL) reissued 17 opinion letters on a variety of topics under the Fair Labor Standards Act (FLSA) that had been withdrawn under the Obama administration.
Employers, take note: The new Tax Cuts and Jobs Act contains a provision that prohibits deductions for settlements or payments related to sexual harassment or abuse if the payment is subject to a nondisclosure agreement.
Recent decisions from the National Labor Relations Board (NLRB) find the board overturning two of its previously established standards.
The Equal Employment Opportunity Commission commended itself in the agency’s annual Performance and Accountability Report, highlighting “significant progress” in managing the pending inventory of Fiscal Year 2017 charges with the lowest number of cases in the past decade.
Concluding that an arbitration agreement was both substantively and procedurally unconscionable, a California appellate panel affirmed denial of an employer’s motion to compel arbitration.
With several new employment-related measures recently signed into law, California employers should start preparing themselves now.