Summary of Program
The risks involved in misclassifying a worker as an independent contractor rather than an employee have always been serious. A number of federal and state agencies regulate the proper classification of workers and have the authority to impose significant monetary and non-monetary sanctions against employers who get the classification wrong.
Program Highlights
Many – maybe even most – contracts issued by major payroll processing services contain traps for the unwary. Many employers I speak with turn over all payroll processing responsibilities, including issuance of accurate checks and wage statements and record storage, to their payroll processing service.
This may be a big mistake.
When faced with an
On April 11, 2016, Governor Brown signed Assembly Bill (AB) 908 which amends certain provisions of California’s Unemployment Insurance Code as it relates to the State’s Paid Family Leave (PFL) program. Before explaining the amendments provided for under AB 908, I think it is important to clarify something that is too often misstated in the press. Despite its name, California’s PFL program is not a statutory leave of absence program that guarantees paid family leave to employees in California. Instead, it is a partial wage replacement benefit for eligible employees who are on some other authorized statutory or discretionary leave of absence from work. As such, employees do not have the right to “take leave” under the PFL program.
Continue Reading Governor Brown Signs Bill to Expand the Amount of Wage Replacement Available under California’s Paid Family Leave Law
California lawmakers, union supporters, and Governor Brown have come together to increase California minimum wage to $15.00 over the next several years. Governor Brown signed the law only one week after he announced that legislators and labor leaders negotiated a deal behind the scenes.
The new law requires California employers with more than 25 employees
By: Darrell P. White
On April 5, 2016, the San Francisco Board of Supervisors unanimously passed an ordinance requiring local businesses to effectively provide their employees with six-weeks of fully-paid parental leave. Click here to view. Under existing California law, employees may receive up to 55% of their wages for six weeks through the California’
