California Minimum Wage Requirements

California Minimum Wage Requirements

by | Aug 6, 2021

Complying with Minimum Wage Requirements State and federal law require that nearly all employees be paid a minimum wage for all hours worked. In 2016, California passed one of the country’s highest minimum wage laws. Temporary workers and workers paid on a piece rate basis must also be paid the...

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How to Handle Complaints of Sexual Harassment

How to Handle Complaints of Sexual Harassment

by , | Jun 10, 2021

Complaints of sexual harassment can disrupt a company’s operations, give rise to financial liability, and result in the departure of valued employees. Employers can take steps to reduce the potential for sexual harassment to occur and respond effectively if they receive a complaint of harassment....

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Martin Law Prevails at Six-Day Arbitration

Martin Law Prevails at Six-Day Arbitration

by | Jun 4, 2021

Martin Law recently prevailed in a highly contested arbitration lasting six days. The arbitrator returned a complete defense award for the firm’s client. This matter involved a former vice president of business development who asserted claims for wrongful termination, breach of contract, and...

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Simplifying Meal Period Requirements for California Employers

Simplifying Meal Period Requirements for California Employers

by | Nov 10, 2020

California employers are subject to increasingly complex wage and hour requirements.  Navigating these rules can be a trap for the unwary.  Meal periods, in particular, are frequently litigated and can result in significant liability for employers.  The following guidance is intended to clarify meal period requirements in California.
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Reporting Requirements for COVID-19 in the Workplace

Reporting Requirements for COVID-19 in the Workplace

by | Oct 28, 2020

As COVID-19 cases continue to rise in California, employers are faced with an increasing number of requirements to promptly report illnesses and deaths related to the SARS-CoV-2 virus.  In order to simplify reporting obligations imposed by state and federal agencies, Martin Law has prepared a table with guidelines that are current as of the date of publication (October 28, 2020).  Employers should also confirm they are complying with any requirements imposed by counties in which they operate or have employees.
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Recent Updates to the Fair Chance Act

Recent Updates to the Fair Chance Act

by | Oct 15, 2020

What is the Fair Chance Act? The California Department of Fair Employment and Housing (DFEH) recently announced updated regulations to California’s Fair Chance Act of 2018. This Act, also known as “Ban the Box,” prohibits private and public sector employers with five or more employees from inquiring about a job applicant’s criminal record before making a conditional offer of employment. The law is designed to help those with criminal histories obtain gainful employment. New Updates to the Fair Chance Act As of October 1, 2020, new regulatory updates went into effect for the Fair Chance Act. The DFEH recently released a Frequently Asked Questions document to explain the basic tenants of the Act in its new form. The major takeaways include:
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New Pay Data Reporting Law Increases Enforcement of Equal Pay and Anti-Discrimination Laws

New Pay Data Reporting Law Increases Enforcement of Equal Pay and Anti-Discrimination Laws

by | Oct 9, 2020

Last week, Governor Newsom signed into law Senate Bill 973 requiring certain employers to file a pay data report with the Department of Fair Employment and Housing (“DFEH”) containing information about employees’ pay, position, and demographics. The purpose of the new law is to strengthen enforcement of California’s Equal Pay Act, which requires equal pay for substantially similar work regardless of sex, race, or ethnicity.  The new law specifically provides that it is in response to the elimination of pay data by gender, race, and ethnicity on the Employer Information Report (“EEO-1”) by the current administration under federal law—“It is the intent of the Legislature, in enacting this bill, to ensure that this pay data will continue to be compiled and aggregated in California.”  Further, the new law makes clear that the pay data collected from employers will be used for “targeted enforcement” of equal pay and anti-discrimination laws.
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AB 1867 – Supplemental COVID-19 Paid Sick Leave

AB 1867 – Supplemental COVID-19 Paid Sick Leave

by | Sep 24, 2020

On September 19, 2020, Assembly Bill 1867 went into effect.  This new legislation requires certain private employers to provide their California employees with paid sick leave if the absence is related to COVID-19. It also codifies Executive Order N-51-20, which provides food sector workers with supplemental paid sick leave, and it expands FFCRA coverage to entities that employ emergency responders or healthcare providers.  AB 1867 will remain in effect until December 31, 2020 or any extension of the Families First Coronavirus Response Act (FFCRA), whichever is later.
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New Law Expands and Clarifies Definition of Independent Contractor in California

New Law Expands and Clarifies Definition of Independent Contractor in California

by | Sep 15, 2020

On September 4, Governor Newsom signed Assembly Bill (AB) 2257. This new law modifies AB 5, whose strict ABC test resulted in many contractors being classified as employees. When passed, AB 5 impacted online content providers, news services, transportation companies, musicians, artists, and other California businesses that have traditionally relied on a contractor-based workforce. AB 2257 provides much needed clarification of several ambiguities in AB 5, which exempted certain occupations and business relationships from the stringent ABC test and, instead, subjected them to the multifactor test described in S. G. Borello & Sons, Inc. v. Department of Industrial Relations, 48 Cal. 3d 341 (1989).  These occupations and relationships included but were not limited to:
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DOL Issues Guidance for Employers on Tracking Remote Employee Hours

DOL Issues Guidance for Employers on Tracking Remote Employee Hours

by | Sep 4, 2020

Employers across California have responded to the COVID-19 pandemic by transitioning their workforces to work remotely. Consequently, questions have arisen about employers’ obligations under the Fair Labor Standards Act (FLSA) to track unscheduled hours worked by their non-exempt employees. Last week, the U.S. Department of Labor’s Wage and Hour Division (WHD) responded by  issuing Field Assistance Bulletin (FAB) 2020-5, which provides employers with guidance on tracking compensable working hours for remote employees.
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