News

May 25, 2017

Quoted in “Fitting in Exercise on Company Time and the Company’s Dime” SHRM May 2017

Quoted in “Fitting in Exercise on Company Time and the Company’s Dime” SHRM May 2017

Partner Colleen McCarthy Quoted in May 2017 SHRM article, “Fitting in Exercise on Company Time and the Company’s Dime”

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February 9, 2017

California Businesses Can’t Afford to Be Anything Less Than Vigilant About Employee Meal Break Rules

California Businesses Can’t Afford to Be Anything Less Than Vigilant About Employee Meal Break Rules

It happens time and time again. A client seeks counsel on a particular employment issue having nothing to do with a wage and hour claim. Yet, wage and hour concerns soon become the center of our discussion and the business realizes that potential wage and hour claims far overshadow the biggest employee issues the company thought it had.

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January 24, 2017

Employers Must Include Most Bonuses and Commissions When Calculating Overtime Pay

Employers Must Include Most Bonuses and Commissions When Calculating Overtime Pay

                Employers use commissions and bonuses to reward and retain their employees.  However, when designing these incentive plans employers often don’t consider the impact they have on an employee’s overall compensation and the employer’s potential liability if wages, particularly overtime earnings, are not paid correctly.

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October 20, 2016

New Federal Law Implementing Paid Sick Leave

New Federal Law Implementing Paid Sick Leave

The U.S. Department of Labor published its Final Rule on September 30, 2016 granting paid sick leave to certain employees of federal contractors and subcontractors covered by the new law.  The Final Rule applies to certain new federal contracts and replacements for expiring contracts that result from solicitations issued on or after January 1, 2017, or that are awarded outside the solicitation process on or after January 1, 2017.  The Final Rule implements Executive Order 13706 signed by President Obama in September 2015.

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September 1, 2016

Personal Liability for Wage and Hour Violations Greatly Expanded Under California’s Fair Day’s Act

Personal Liability for Wage and Hour Violations Greatly Expanded Under California’s Fair Day’s Act

Under California’s new Fair Day’s Pay Act (SB 588), not to be confused with California’s Fair Pay Act addressing gender wage differentials, an aggrieved employee’s wage theft claim may be brought against the employer, as well as any “other person acting on behalf of an employer,” greatly expanding owner and executive personal liability for wage and hour violations in California.

The new law takes effect January 1, 2016, and extends to owners, directors, officers, and managing agents of the employer. These individuals may be personally liable for violations of any provision regulating minimum wages or hours and days of work under the Industrial Welfare Commission’s Wage Orders.

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