RECENT POSTS
SCOTUS: Employers May Not Penalize Employees for Sexual Orientation/Identity
In a 6-3 landmark decision by the United States Supreme Court, the Court held that an employer who fires an individual merely for being gay or transgender violates Title VII of the Civil Rights Act
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
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: Form I-9 Flexibility for Employers
Form I-9 Requirements and COVID-19 As many employers know, federal rules require employers to physically verify the identity and eligibility of new hires to work in the united states (Form I-9.) In remote hire
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
Bad Apple: Employee Searches are Compensable Time
The California Supreme Court clarified in a highly anticipated decision, that time spent waiting for and undergoing mandatory exit searches of personal items is considered compensable time under California’s Wage Orders. In Frlekin v. Apple
Sexual Harassment and Discrimination Do NOT Pay Off – Just Ask the DFEH
We previously wrote about Riot Games’ $10,000,000 settlement of a class action lawsuit for alleged discrimination, retaliation and harassment. Although many may consider this a generous settlement, the State of California disagrees. In an unusual