Showing posts from April, 2017

City of Los Angeles - Mandatory Paid Sick Leave (Potholes and Pitfalls)

The City of Los Angeles has a mandatory paid sick leave (PSL) law which is part of its minimum wage  ordinance  and which has been in effect since July 1, 2016 for employers with 26 or more employees.  The Los Angeles PSL ordinance will begin to apply to employers with 25 or fewer employees on July 1, 2017. From an employer perspective, one of the toughest challenges of these local PSL ordinances is that the rules can change at any time. That is precisely what happened with Los Angeles’s ordinance when the city recently revised the  rules and regulations  relating to this ordinance. The city also revised its answers to  frequently asked questions  (FAQ). Some of these changes or clarifications are important, providing information on topics such as: ·        How to determine business size; ·        How to pay employees for sick time; ·        When an existing paid leave or paid time off policy can satisfy the requirements of the ordinance; ·        How to use the frontloadi

New California Laws Effecting California Businesses in 2017

LAW AND FORUM CHOICE IN EMPLOYMENT CONTRACTS Law: SB1241 Employees who primarily work and reside in California cannot be required by employers to enter agreements that would put their claims in a non-California forum or generally litigate claims under law of another jurisdiction. Effective Jan. 1. What it means: In a legal dispute between employee and employer, what happens in California has to stay in California. The bill forbids adjudication outside of California, including arbitration, for a claim arising in California. With SB1241, a Texas-based company, for example, can no longer hold a California employee to the noncompetition rule or law in an employment contract that is based on Texas law. WAGE DISCRIMINATION PROTECTIONS COVER RACE, ETHNICITY, PRIOR SALARY Laws: AB1676 and SB1063 Both bills are amendments to the state’s Fair Pay Act. AB1676 says an opposite-sex employee’s prior salary alone cannot justify a disparity in compensation for equal work on jobs which