Governor Brown recently approved SB 1255, AB 1744 and AB 2674, amending existing Labor Code section 226 relating to wage statements. Existing law requires all employers to provide employees with accurate itemized statements with specific information, either semimonthly or at the time of each payment of wages. Penalties up to $4,000 or actual damages, plus attorneys’ fees and costs, can be imposed on employers who willfully violate these requirements. Now, wage statements for temporary services employees must contain additional information. New law also clarifies when an employee has suffered an “injury” for purposes of obtaining the penalties, and provides employers with an affirmative defense for inadvertent, one-off violations.Continue Reading Amendments to Labor Code §226 Clarify Employers’ Wage Statement Obligations and Add Specific Requirements for Temporary Services Employers
Labor Law
Governor Brown Signed AB 2103 to Make Clear that “MUTUAL WAGE AGREEMENTS” ARE ILLEGAL IN CALIFORNIA
As the L&E Law Blog readers may recall from the August 31, 2011 blog post and the teleseminar I conducted on September 14, 2011, the court in Arechiga v. Dolores Press, Inc. (2011) 192 Cal. App. 4th 567 was the sole California decision that held that “mutual wage agreements” were legal in California despite the express language in section 515 of the Labor Code.Continue Reading Governor Brown Signed AB 2103 to Make Clear that “MUTUAL WAGE AGREEMENTS” ARE ILLEGAL IN CALIFORNIA
Governor Signs Overhaul of Disability Law
By Ramona Carrillo on
Posted in Labor Law, New Legislation and Regulations
By: Charles L. Post
Governor Brown recently approved a significant – although many would stay still inadequate – overhaul of California law that governs the what, how and when of disability access suits under state law.Continue Reading Governor Signs Overhaul of Disability Law
Don’t Ask for Passwords – Restrictions on Employer Use of Employee Social Media Accounts and Information is Now Law
By Ramona Carrillo on
Posted in Labor Law, New Legislation and Regulations
By: Charles L. Post
AB 1844 is now law. Among other things, it:
(1) prohibits an employer from requiring or requesting an employee or applicant for employment to disclose a user name or password for the purpose of accessing personal social media or to require the employee or applicant to access personal social media in the presence of the employer or to divulge any personal social media;Continue Reading Don’t Ask for Passwords – Restrictions on Employer Use of Employee Social Media Accounts and Information is Now Law
New Law Requires Rethinking Dress Codes and Religious Accommodations for Employees
By Ramona Carrillo on
California Gov. Jerry Brown signed into law earlier this month the Workplace Religious Freedom Act, AB 1964, a bill that expands the prohibition against religious discrimination by employers. This new law mandates that workers receive equal protection despite their religious beliefs or appearance while protecting those who wear religious attire. The bill reportedly was numbered after the Civil Rights Act of 1964, a series of federal statutes that were among the first to outlaw employment discrimination in the United States.Continue Reading New Law Requires Rethinking Dress Codes and Religious Accommodations for Employees