Over the past few months, I have received quite a few calls where employers told me that they assumed their salaried employees were automatically exempt and therefore, not entitled to overtime or other statutory benefits due to nonexempt employees. This is not a good assumption. The confusion may arise because of the theory that a […]

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It promises to be another long, hot summer for employers as the California State Legislature and the courts continue to expand employer responsibilities and duties to employees.  A relatively recent case that hasn’t garnered too much attention (Cochran v. Schwan (2014) 228 Cal.App. 4th 1137) involves the requirement for employers to reimburse employees in many […]

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Split Shift Employees and New California Minimum Wage

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The Grinch has come early for many employers as the new minimum wage of $10.00 an hour takes effect on January 1, 2016.  Most employers are already aware of this increase and have taken steps to update their payroll, etc. for their low-level employees.  However, many employers either forget or are unaware of the domino […]

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For those employers who had all but given up hope of receiving relief from the courts, the California Supreme Court recently provided a glimmer of hope with its holding in Duran v. U.S. Bank.

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The most prudent approach for an employer is to minimize the risk of loss of trade secrets by taking all reasonable measures available to protect the trade secrets.

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Hidden Effects Of New California Minimum Wage Law

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Employers Beware – Potential Liability for Serving Alcohol at Holiday Parties

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Employers seeking to avoid class action litigation should be encouraged by the U.S. Supreme Court’s recent counter-punch delivered in American Express Co. v. Italian Colors Restaurant.

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Assembly Bill No. 2103 amends Labor Code section 515

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With the economy starting to show signs of life, many homeowners are beginning to perform previously delayed construction projects. However, finances can still be a major issue, which is one reason why some homeowners elect to forego hiring a general contractor and instead act as an “owner-builder.” When a property owner chooses to act as […]

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California courts have narrowed an employer’s ability to restrict employee activities after termination.

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