September 28, 2020
NEW LAWS IMPOSE REPORTING AND WRITTEN NOTICE OBLIGATIONS ON EMPLOYERS RELATING TO COVID-19 WORKPLACE
On September 17, 2020, Governor Newsom signed two new laws impacting employer obligations relating to COVID-19 workplace exposures—S.B. 1159 and A.B. 685.
September 24, 2020
You may or may not have read that a change in retirement planning has been made by the Setting Every Community Up for Retirement Enhancement (SECURE) Act, which was incorporated into last year’s end-of-year spending bill and signed by the President on December 20, 2019. While we are not able address every piece of legislation that may impact the estate plans of our clients, this new Act is one with such broad impact that we believe it is important enough to make an exception.
September 14, 2020
Last week the U.S. Equal Employment Opportunity Commission (EEOC) issued further guidance to employers on what can be asked of employees during the pandemic. Caught between trying to make the worksite a safe place while not making inquiries that might violate the law, employers have to tread carefully. The EEOC has clarified that employers can go further during the pandemic to protect the health and safety of their employees. Below is an excerpt of recent guidance offered by the EEOC to help employers continue to navigate the balance between employee safety and privacy.
September 10, 2020
Since A.B. 5 took effect on January 1, 2020, businesses and workers (including employment law practitioners) across this state have struggled to understand and apply its criteria when determining whether a worker is subject to the rigid ABC Test or the more flexible multifactorial Borello test for purposes of classifying a worker as an employee or an independent contractor.
September 2, 2020
California Assembly Bill-5 (AB-5), which took effect January 1, 2020 in the State of California, created a three-pronged test to determine whether a worker should be classified as an employee or an independent contractor. This test, referred to as the ABC Test, starts with the presumption that all workers are employees (except in certain specified exempted industries or job functions) unless the company that hires them can prove the following three things: