On September 25, 2013 Governor Brown signed Assembly Bill 10 into law. Under the new law the statutory minimum wage for California employees will increase from $8 per hour to $9 per hour as of July 1, 2014. Then, on January 1, 2016, the statutory minimum wage will increase to $10 per hour.
Nanny State Gives Nannies Overtime Under New California Law
By Labor & Employment on
On Thursday, Governor Jerry Brown, signed into law AB 241, providing overtime to nannies and other domestic workers in California. The new law requires employers to pay time-and-a-half overtime to any nanny, housekeeper, or personal attendant who works more than nine hours in one day, or 45 hours in a week. Coupled with California’s new $10 minimum wage by 2016, your nanny or housekeeper will soon cost you an overtime rate of $15 per hour.
Continue Reading Nanny State Gives Nannies Overtime Under New California Law
Upcoming Seminar: Risks and Benefits of Social Media and Computers in the Workplace
By Ramona Carrillo on
Posted in Labor Law
Summary of Program
Employees use networking sites to communicate with one another (as well as current and potential customers). They post their daily thoughts and activities, uploading photos and, occasionally, adversely impact their employers’ business. What can an employer do to protect itself without intruding on employee rights?
Program Highlights
- Employer’s use of employee’s social media information versus the employee’s right to privacy.
- Protection of employer’s Confidential and Proprietary Information.
- Potential employer liability for employee’s on-line conduct.
- The importance of effective Electronic Use and Social Media policies
Date: October 17, 2013
Time: 9:30 a.m. – 11:30 a.m.
Location: Weintraub Tobin, 400 Capitol Mall, 11th Floor, Sacramento
For more information and to register for this seminar, please click here.
Employers: Don’t Forget to Provide Your Employees with Timely Notice Under the Affordable Care Act
By Labor & Employment on
Posted in New Legislation and Regulations
The Affordable Care Act (ACA) has many mandates for both individuals and employers. While the main employer mandate facing certain large employers (the “play or pay” penalty) has been delayed until 2015, the ACA still requires employers who are otherwise covered by the federal Fair Labor Standards Act (FLSA), to provide a notice to their employees by October 1, 2013 explaining the new Health Insurance Marketplace (“Marketplace”).
Want to Organize Your Employer? There’s An App for That: NLRB Launches Mobile App to “Educate” Employees About the NLRA
By Labor & Employment on
Posted in Labor Law
August 30, 2013 will soon be remembered as the day the current National Labor Relations Board (NLRB) turned a corner and became a full-fledged advertising agency for union organization. On that day, the NLRB announced the release of a free NLRB mobile app for mobile smartphone users. Under the guise of “educating” employees about the National Labor Relations Act (NLRA), this unbalanced app backdoors much of the same NLRB notice-posting propaganda that was proposed, delayed, and ultimately enjoined by a Federal Court last year. Expect this app to be grouped right next to the DOL’s Time Tracking App (downloaded last year), where employees can track their hours and submit alleged violations of the FLSA directly to the DOL’s Wage & Hour Division.