RECENT POSTS
Roadmap for Compliance: General and Industry-Specific Guidance for Reopening
We are now on the road to recovery – and the reopening of our businesses. Although most of us wish it were as easy as turning on a light switch, it will not be an
COVID-19: Return to Work Employer FAQs
Now that we have been sheltering in place for close to two months, most of us are eagerly waiting for life to return to “normal.” We all want our businesses to thrive and to become
EEOC Provides Guidance on COVID-19 Testing in the Workplace as Employers Prepare for Lifting of Stay at Home Orders
Screening employees and customers prior to permitting them to enter a business has become the primary method used in an effort to prevent further spread of COVID-19 in the workplace. Until recently employers were left
Temporary Regulations to Implement the Families First Coronavirus Response Act
Updated April 13, 2020 On April 6, 2020, the U.S. Department of Labor (DOL) published temporary regulations implementing the Families First Coronavirus Response Act (FFCRA). The FFCRA’s paid leave requirements are described and interpreted in
The Families First Coronavirus Response Act & Department of Labor FAQs
Updated April 14, 2020 On March 18, 2020, President Trump signed the Families First Coronavirus Response Act (FFCRA) and on April 6, 2020, the federal Department of Labor (DOL) issued temporary implementing regulations. The DOL
COVID-19: California Employer Frequently Asked Questions
(Updated March 19, 2020) 1. Can I ask employees to leave the workplace and stay home if I suspect they have COVID-19? If an employee is exhibiting symptoms related to COVID-19 (i.e., cough, shortness of
Coronavirus: 13 Things Employers Should Do to Protect Employees, Customers
With the number of Coronavirus cases increasing daily, many employers wonder what steps can and should be taken to protect their employees and customers, while still complying with California and Federal labor laws. Based on
“No more arbitration for you!”: The California #MeToo Affect Continues
California Governor Gavin Newsom signed groundbreaking legislation largely impacting mandatory arbitration agreements (Assembly Bill 51) and extending the deadline to file a harassment complaint from one to three years (Assembly Bill 9): Assembly Bill 51
Goodbye 1099; Hello Employer Uncertainty
Last year (April 2018) the California Supreme Court rocked the boat with the seminal Dynamex decision, which created very high barriers for companies who utilize independent contractors. On September 18, 2019, Governor Gavin Newsom signed
California Employment Law: Pros & Cons of Arbitration
by Lewitt Hackman’s Employment Practice Group As of July 11, 2019 Arbitration is a highly controversial topic in California. Just last year 20,000 Google employees walked off the job in protest of Google’s policy to