A recent California court decision, Mendoza v. Western Medical Center Santa Ana, (2014) 222 Cal.App.4th 1334, highlights the mistakes an employer can make when handling a sexual harassment complaint.
Employers always need to do a good faith investigation, even if the allegations appear to be “he said/she said.” When employers terminate a long-term, well-performing employee after he or she … Read More
You are an employer and your employee is driving home from work when he or she accidentally hits another vehicle, injuring a third party. Do you think your business is legally responsible for the third party’s injuries?
Traditionally, an employer would not be liable for the third party’s injuries, based on the longstanding “Coming and Going” Rule. This provides that … Read More
The California Legislature was busy this year regarding employment law. Several new employment related requirements were enacted that went into effect on January 1, 2014, unless otherwise specified. Some of the more substantive changes deal with workers compensation, wage and hour, and expansions in regards to leaves of absence, among others. While not entirely exhaustive, the following is a brief … Read More
You receive a doctor’s note stating that one of your employees is receiving medical treatment, cannot work, and is expected to be unable to work for several months. Do you have to hold the employee’s job open for him?
The federal Family Medical Leave Act (“FMLA”), and its California counterpart, the California Family Rights Act (“CFRA”), require an employer with … Read More
A California Appellate Court recently ruled in Baker v. Halliburton Energy Services, Inc. that an employer could not be found vicariously liable for injuries its employee sustained while driving a company car on personal business. While this was a fact specific case, it nonetheless is a helpful case for employers.
Halliburton Energy Services, Inc. provided its employee, Troy Martinez, with … Read More
If you have any employees that receive commissions as part of their compensation package, you need to be aware of a new law that went into effect as of January 1, 2013. AB 1396 amended California Labor Code section 2751.
The new law provides, “Whenever an employer enters into a contract of employment with an employee for services to be … Read More
Disability-related issues with a job applicant or employee can be tricky. Both federal and California law prohibit discrimination against current and potential employees with disabilities, and require an employer to engage in a “interactive process” with a disabled employee/applicant who needs a reasonable accommodation. The interactive process is an informal procedure meant to identify what, if any, reasonable accommodations can … Read More
The laws governing employers’ obligations with respect to disabled employees are complex, and employers should tread carefully when faced with a disability-related request by an employee. The following covers some basic employer obligations under both federal and state laws with regards to disabled employees.
The Americans with Disabilities Act (“ADA”) applies to all employers with 15 or more employees. However, … Read More
Timekeeping…you already know that all California employers are required to keep copious records of an employee’s time in and out for purposes of paying wages and overtime, and ensuring that meal periods are taken. A common and long-standing practice in timekeeping is to round to the nearest tenth of an hour. Recently, this practice was called into question in the … Read More
In a previous blog entry, we highlighted the different factors that could be considered to properly classify workers as employees or independent contractors, and the legal consequences of misclassifying such workers as independent contracts by employers seeking to avoid payroll taxes and overtime. In this article, we want to focus on the new California law that makes it unlawful for … Read More