When a workplace practice conflicts with an employee’s religious beliefs, the employer must consider whether a religious accommodation is available. This is the basic rule of Title VII of the Civil Rights Act. Many times, these issues arise in the form of scheduling conflicts when an employee’s religion compels worship on a particular day. Typical examples of religious accommodations can include changing an employee’s regular working schedule or allowing him or her to switch shifts with a co-worker. Such accommodations are typically made in response to a relatively traditional perception of religious expression. However, an employee’s religion, extends beyond traditional notions of religious practices. So what happens when an employer is presented with religious accommodation requests from Vegans? While clearly a first world problem, our Courts have been busy addressing this weighty issue.

Continue Reading Vegan Religious Bias Claim Settles for Enough to Buy A Big Juicy Steak

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.

By:  Duyen T. Nguyen

This law would create a “right to request” for San Francisco employees who are caregivers for children or dependents the right to make requests of their employers for changes to their working arrangements in order to meet caregiving responsibilities. An employer would have a duty to consider and respond to an employee’s request.

Continue Reading San Francisco Proposes Family Friendly Workplace Ordinance

By: Lizbeth V. West, Esq.

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.

Continue Reading Notice To Employers – Audit Your Compensation Plans Based On The Increase To California’s Statutory Minimum Wage

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