As of today, most California employers are now required to provide their employees no less than 3 days or 24 hours—whichever is greater—of paid sick leave per year. An overview of the most important parts of the law is below: 1. Who Does the New Law Apply To: All California employers. The only employees exempt from the law are those covered by a valid collective bargaining
For more than one year, Bernstein & Friedland, P.C. vigorously represented a blue-collar worker whose long-time former employer failed to pay him overtime and did not provide him legally compliant breaks. The employer aggressively defended the case, which culminated in a one-week trial involving eight testifying witnesses. Following trial, the court awarded our client approximately $86,000 for unpaid overtime wages, missed meal breaks, and related
Plaintiff Rosario Juarez sued her former employer, AutoZone Stores Inc., for demoting her and ultimately terminating her after she announced her pregnancy in 2005. According to Juarez, when she informed her district manager that she was expecting, the manager responding by saying, “Congratulations…I guess. I feel sorry for you.” Juarez alleged that the company subsequently doubled her assigned list of tasks, making her work day substantially
Although many employers make paid sick leave available to employees, such paid time off has not been legally required in California. However, with the passage of the “Healthy Workplaces, Healthy Families Act of 2014,” California will become the second state in the nation to require paid sick leave. The Healthy Workplaces, Healthy Families Act of 2014 will go into effect July 1, 2015. The Act
California employers with 50 or more employees are legally required by Government Code Section 12950.1 to provide at least two hours of interactive training and education regarding the prevention of sexual harassment to all supervisory employees within six months of their assumption of a supervisory position, and once every two years thereafter. A new law that takes effect January 1, 2015 now requires such employers
California Labor Code Section 2802 requires employers to reimburse employees “for all necessary expenditures or losses incurred by the employee in direct consequence of the discharge of his or her duties, or of his or her obedience to the directions of the employer[.]” According to its legislative history, the purpose of this statute is “‘to prevent employers from passing their operating expenses on to their
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