The HR Specialist: California Employment Law

A bill that would make it unlawful to require military veterans to sign arbitration agreements waiving their right to sue for discrimination based on their military status (A.B. 2879) appears to have died in committee.

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The U.S. Supreme Court has refused to hear an industry challenge to the U.S. Department of Labor’s Home Care Final Rule. The decision lets stand a lower court ruling in Home Care Association of America, et al. v. Weil, allowing the rule to be implemented.

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The California Department of Industrial Relations (DIR) announced in July that, starting Aug. 1, public works contractors and subcontractors once again must electronically submit certified payroll records.

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If you use an arbitration agreement to limit litigation, have your attorney regularly review the language in the agreement. It’s the best way to avoid completely defeating the purpose of having an agreement.

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A highly compensated employee whose job duties consisted largely of training customers on how to use the software his employer sells has won a California overtime lawsuit.

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California employers must comply with both federal and state wage-and-hour laws.

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Bad news for employers that hope arbitration agreements might limit the cost and time required to resolve employment disputes.

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If you ever have to consider cutting staff via a reduction in force, be sure to consider who among your employees might feel aggrieved enough to cause big legal trouble.

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Recently the U.S. Supreme Court concluded that a public employee cannot be discharged because he may have supported his boss’s opponent in an election. Now, however, a federal court has limited the impact of the ruling for employees whose positions involve policymaking or employee confidentiality.

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Joined, Inc., has agreed to issue $439,000 in back pay to 58 workers following a U.S. Department of Labor Wage and Hour Division investigation.

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