As widespread use of artificial intelligence (AI) in the employment sector has surged throughout the country, federal and state lawmakers have been playing catch-up with their efforts to regulate this new technology. In...more
On February 15, 2023, a split 9th Circuit panel held that California's ban on mandatory arbitration agreements is preempted by federal law. This closely watched decision allows employers to require employees to enter into...more
Today the U.S. Department of Labor (DOL) published a new proposed rule defining employee versus independent contractor status under the Fair Labor Standards Act (FLSA). The proposed regulation would move the "economic...more
Requiring employers to provide additional paid leave to employees during certain public health emergencies—including Spare the Air days—Proposition G is not tied to the COVID-19 pandemic or other specific health emergency,...more
On September 17, 2020, California Governor Gavin Newsom signed two laws creating new or expanded obligations concerning COVID-19—Senate Bill (SB) 1159 and Assembly Bill (AB) 685. These new laws will require employers to...more
This program will be a multi-speaker discussion on some of the upcoming challenges employers face as they transition their work forces back into California workplaces....more
5/11/2020
/ ABC Test ,
Classification ,
Coronavirus/COVID-19 ,
Employer Liability Issues ,
Employer Responsibilities ,
Furloughs ,
Government Shutdown ,
Governor Newsom ,
Hazard Pay ,
Medical Monitoring ,
Public Health ,
Re-Opening Guidelines ,
Rehiring Issues ,
Remote Working ,
State and Local Government ,
Wage and Hour ,
Webinars ,
Workplace Safety
On January 1, 2020, Illinois' new Artificial Intelligence Video Interview Act (AIVIA) went into effect, meaning Illinois employers must now comply with the law if they use artificial intelligence (AI) to analyze video...more
The temporary restraining order pausing enforcement of AB 51, the controversial law prohibiting mandatory arbitration agreements in California, remains in effect, though it has been narrowed in scope. ...more
On October 10, 2019, Governor Newsom signed a law prohibiting employers from requiring employees to sign arbitration agreements as a condition of employment on or after January 1, 2020. ...more
Two years after the start of the #MeToo movement, the law concerning discrimination and harassment in the workplace continues to develop. This year, the California legislature passed—and Governor Newsom signed—several...more
With so many questions surrounding artificial intelligence’s effect on the workplace and workforce, one wonders whether future Labor Day celebrations will take on new meaning. ...more
California’s Industrial Welfare Commission ("IWC") Wage Order 5 and the California Labor Code set forth meal and rest period requirements for non-exempt health care employees, and permit the waiver of a second meal period for...more
Companies and individuals have long used independent contractor relationships to provide workers greater flexibility and to lower costs. The California Supreme Court’s decision Monday in Dynamex rewrites the test for...more
Long Beach Memorial Medical Center (called “MHS”), an acute care hospital, had a policy for direct care providers that stated “[identification] badge reels may only be branded with [MHS] approved logos or text.” A 2-1...more
In a recent decision, a California Court of Appeal ruled for the first time that a temporary layoff is sufficient to trigger the protections of the California WARN Act (“Cal WARN”). In Int’l Brotherhood of Boilermakers, Iron...more
Governor Jerry Brown recently signed Assembly Bill No. 1008, which restricts how and when public and private employers can ask applicants about criminal history when applying for employment in California. The new restrictions...more
11/15/2017
/ Background Checks ,
Ban the Box ,
Conditional Job Offers ,
Criminal Background Checks ,
Criminal Records ,
Employer Liability Issues ,
Employment Discrimination ,
Governor Brown ,
Hiring & Firing ,
Job Applicants ,
Local Ordinance ,
Notice Requirements
California law requires most employers to authorize paid rest breaks for non-exempt employees of at least 10 minutes for each four hours worked or a major fraction thereof, and to provide this rest break approximately mid-way...more