The San Francisco Family Friendly Workplace Ordinance (FFWO) gives certain employees the right to request flexible or predictable work arrangements to assist with caregiving responsibilities. The San Francisco Board of Supervisors passed the Family Friendly Workplace Ordinance on October 8, 2013, and the law became operative on January 1, 2014.
Continue Reading San Francisco Passes Amendments to Family-Friendly Workplace Ordinance
Weintraub Tobin is pleased to announce the launch of California Employment News, a series of short, informational videos designed to keep California employers up-to-date on legal developments in employment law.
Continue Reading Weintraub Employment Group Launches “California Employment News” Video Series
Effective January 1, 2022, California’s minimum wage rate increased to $15.00 per hour (from $14.00) for employers with 26 or more employees and $14.00 per hour (from $13.00) for employers with 25 or fewer employees. The minimum wage will reach $15.00 per hour for employers with 25 or fewer employees on January 1, 2023.
Continue Reading New Year, New Minimum Wage
We
intraub Tobin’s 2022 Labor and Employment Webinar and Training schedule is now available.
Specifics and invitations for each webinar/training will be posted on our website approximately one month prior to the event.
Continue Reading Now Available! Weintraub Tobin’s 2022 Labor and Employment Webinar and Training Schedule
What is PAGA?
California’s labor law enforcement agencies, including the Labor and Workforce Development Agency (“LWDA”) also known as the “Labor Board” has the authority to investigate whether employers violate the California Labor Code, and assess and collect civil penalties for any such violations. However, due to purported budget cuts and cited lack of state resources to prosecute such actions, in 2004, the Legislature enacted the Private Attorneys General Act of 2004 (PAGA), Lab. Code, § 2698 et seq., to authorize an employee to bring an action for civil penalties on behalf of the state against his or her employer for Labor Code violations committed against the employee and fellow employees, with 75% of the proceeds of that litigation going to the state, and 25% to the employees. A PAGA plaintiff therefore steps into the shoes of an attorney general to prosecute alleged Labor Code violations for civil penalties, on behalf of the state. PAGA penalties can be astronomical. Pursuant to PAGA, default civil penalties are $100 “for each aggrieved employee per pay period for the initial violation,” and $200 per aggrieved employer, per pay period, per “each subsequent violation.”
Continue Reading California Court of Appeal Holds That Trial Courts Have Authority to Strike PAGA Claims For Being Unmanageable
