Labor Code

2015: New Employment Laws In California


2015: New Employment Laws In California

For 2015, California employers must be aware of a few important (and somewhat complicated) new – or changed – employment laws. I am happy to post a PDF version of 10 of those new employment laws in California. Some of these new laws should be reflected in Employee Handbooks, involve providing notices to employees, and require new training for managers and supervisors.

10 New Employment Laws for 2015

As always, please do not hesitate to contact me to discuss these laws, to update your company’s Employee Handbook and other essential documents and agreements, or for assistance regarding any other employment/HR issue.

More Class Action Lawsuits: Employee Cell Phone Expense


More Class Action Lawsuits: Employee Cell Phone Expense

Many business owners believe that California is a very difficult place to conduct business and to have employees. That belief may soon gain more advocates as a result of a recent California court decision that employers must consider. The Court determined that employers must reimburse employee cell phone expense when employees use their personal phones/mobile devices for work related purposes. The Court focused on California Labor Code Section 2802, among others. The Court reasoned that employers should not benefit from a “windfall” by relying on employees to pay for their own cell phone plans while using such devices for the benefit of employers. This is true, the Court decided, even if the employee does not suffer any additional out of pocket expenses for having their own cell phone plan (for example, employees who have an unlimited plan, or who do not get charged per call, really do not suffer any detriment by using periodically their own devices for work).

You can read more about Cochran v. Schwans Home Services, Inc. and some practical pointers in my October 2014 post titled “Cell Phone Expenses: Next Wave of Employee Class Action Lawsuit?” at Maximize Social Business.

Sex, Social Media and Other Workplace Issues


Sex, Social Media and Other Workplace Issues

In honor of Valentine’s Day, my latest post for Maximize Social Business focuses on workplace romances. Relationships among co-workers sometimes shift from platonic to romantic. In fact, according to an online survey, a majority of respondents admitted to having some type of workplace romance.

While many of these relationships end in turmoil and wreck havoc in the workplace, employers and employees can take steps to avoid a messy situation. In my post titled Social Media and Workplace Romances I explore some of the obvious and not-so-obvious pitfalls involving romance in the workplace and a few policies and proactive steps employers can take to minimize the harmful impact of relationships gone wrong.

Office Closures Lead To Employment Issues


Office Closures Lead To Employment Issues

The severe winter storms can bring employment issues when employees work from home.

Unexpected office closures due to weather, earthquakes, and other unanticipated events often lead to a variety of employment law/HR issues for employers and employees. Businesses should plan ahead for those unexpected closures so that they are prepared to handle safety, communication, productivity and many other issues.

In my January 2014 post for Maximize Social Business, I examine two social media/technology issues and also the important (and sometimes confusing) issues of wage payment during office closures. The post is titled “Workplace Woes During Weather Worries” but is certainly applicable to closures due to other events besides the recent Polar Vortex.

Image credit – Benjamin Krain/The Arkansas Democrat-Gazette/AP

 

New Employment Laws for California Employers


New Employment Laws for California Employers

How will the new employment laws affect your business?

For 2014, there are a few important new, or changed, employment laws that go into effect that California employers and employees should be aware of. In December 2013, I notified folks on my email distribution list about 12 of the more significant changes in the law. Now, I am happy to post a PDF version of my summary of the laws, and the practical implications of them.

As always, please do not hesitate to contact me to discuss these laws, or any other employment/HR issue.

Happy New Year!