On January 24, 2023, the U.S. Equal Employment Opportunity Commission (EEOC) released an updated resource document titled “Hearing Disabilities in the Workplace and the Americans with Disabilities Act,” explaining how the Americans with Disabilities Act (ADA) applies to job applicants and employees who are deaf or hard of hearing or have other hearing conditions.

Continue Reading The EEOC Issues New Guidance Reminding Employers of Protections for Applicant and Employees with Hearing Disabilities

Properly listing employer information on wage statements might seem like a no-brainer, but it can get tricky. Shauna Correia and Rachel Davey break down the details in this episode of California Employment News.

Continue Reading California Employment News: Properly Listing Employer Information on Wage Statements (Part 3)

The PUMP Act

The PUMP Act, signed into law on December 29, 2022, is a new federal law applicable to employers with over 50 employees, that increases the requirements for employers of breastfeeding employees under the FLSA. It is important that employers ensure they are abiding both by this new federal law, and also by any parallel state law. California, for example, already had laws regarding requirements for breastfeeding employees (Cal. Lab. Code §§1030-1033), which apply to all employers, including employers with under 50 employees. For the most part, the PUMP Act simply brings the federal minimum standard to a similar base-line of protections.

Continue Reading Oh Mama! Federal Changes You Need to Know for Pregnant, Breastfeeding, and Postpartum Employees

California employers are subject to meal and rest break premiums. Shauna Correia and Rachel Davey help explain what premium payments are, and how employers are required to account for them on wage statements, in this part 2 of the 3-part wage statement compliance series on California Employment News.

Continue Reading California Employment News: How to Account for Premium Pay on Wage Statements (Part 2)

Just a friendly reminder to employers that OSHA requires most employers with 10 or more full-time employees to, among other things: a) keep a yearly log (Form 300) of reportable work-related injuries and illnesses; and b) post a summary of work-related injuries and illnesses (Form 300-A) each year.

Continue Reading Don’t Forget to Post Your OSHA Form 300-A by February 1, 2023