Amendment to Labor Code Section 226 Itemized Wage Statement Requirements Provides Welcome Relief – and some hope – to California’s High Tech Industry
8/22/16
By: Dennis Strazulo
On July 22, 2016, Governor Brown approved Assembly Bill 2535 (AB 2535) to amend California Labor Code section 226. The amendment provides much-needed narrowing of the statute’s current requirement that an employer include hours worked on itemized …
NLRB Reverses Standard for Multi-Employer Bargaining Units
7/19/16
By: Timothy Holdsworth
Once again, the NLRB has overturned precedent in their quest to dramatically expand employer liability. For over a decade, the NLRB has held that multi-employer bargaining units that include temporary employees from a staffing employer (“supplier employer”) …
Supreme Court Slams the Door on Homecare Employers
7/15/16
By: Agne Krutules
Much to the dismay of employers who employ home healthcare workers, on June 27, 2016, the Supreme Court declined to hear Home Care Association of America v. Weil, a case challenging the Department of Labor (DOL) …
EEOC Continues to Push For Protection on the Basis of Sexual Orientation
7/14/16
By: Amanda Hall
We’ve written on the EEOC’s push to include sexual orientation discrimination within the ambit of Title VII before (July 24, 2015). Last summer, the EEOC determined that sexual orientation is a concept that “cannot be …
Seventh Circuit Declares Class Action Waivers Unenforceable, Creates Circuit Split
6/2/16
By: Tim Holdsworth
Last week, the U.S. Court of Appeals for the Seventh Circuit bucked the appellate trend and held that arbitration agreements containing class and collective action waivers violate the National Labor Relations Act and are unenforceable under the …
"My Boss is Making Me Sick!" California Appellate Court Denies Anxious and Stress-Ridden Employee Relief Under The FEHA
8/6/15
By: Allison Shrallow
If you have not muttered “my boss is making me sick” at some point in your life, consider yourself lucky. As for the millions of California employees who have suffered at the hands of a tyrant, while …
Third Circuit Expands FMLA Requirements for Employers: Employee Must Have Opportunity to Cure Invalid Medical Leave Certification
7/24/15
By: Barry Brownstein
A recent decision from the Third Circuit expands FMLA requirements, by declaring that employers who receive a medical leave certification from an employee that is vague, ambiguous, and non-responsive, are required to:
(1) inform the employee that …