There are a number of important employment law developments impacting California workplaces, some of which have July 1, 2025 deadlines: Minimum Wage Increases On July 1, many cities throughout CA will see an increase in their minimum wage. While the CA state minimum wage has adjusted annually on January 1 the last several years, and is currently at $16.50/hr, many CA cities and counties increase
California employers should be aware of a number of major developments in the employment laws applicable to the second half of 2022, including: Minimum Wage Increases While the CA state minimum wage has adjusted annually on January 1 the last several years, many CA cities and counties increase their minimum wage each July. Below is a list of some of the cities that will see
Under well-settled California law, hourly, non-exempt employees who work more than 5 hours in a day are legally entitled to a 30-minute, uninterrupted, unpaid, and duty-free meal period that must begin before the employee works more than 5 hours. Hourly employees who work more than 10 hours in a day are legally entitled to a 30-minute, uninterrupted, unpaid, and duty-free meal period that must begin
A few weeks ago, the California Supreme Court in Augustus v. ABM Security Services, Inc. affirmed a $90 million judgment in favor of a class of more than 14,000 security guards, finding that their employer failed to provide legally compliant 10-minute rest breaks where the guards were required to remain “on call” during their breaks – they needed to keep their radios and pagers on, remain vigilant,
With narrow exceptions, existing California law requires employers to make available to hourly workers meal and rest breaks throughout the workday. Employers who prevent hourly employees from taking legally compliant meal and rest breaks must pay a penalty of one hour of pay for each missed meal or rest break—up to a maximum penalty of two hours of pay per workday. In SB 435, Governor
After a long wait, the California Supreme Court finally issued its much-anticipated ruling in Brinker Restaurant Corp. v. Superior Ct., 53 Cal. 4th 1004 (2012), resolving several unanswered questions regarding employers’ obligations with respect to employee meal and rest breaks. First, the Supreme Court concluded that with respect to meal breaks, employers fulfill their obligations under the California Labor Code when they relieve their employees of
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