Joseph Beachboard

Q. I have heard that the state’s new immigration laws restrict how we handle documenting an applicant’s right to work. Can you tell me more?

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In California, companies adopting arbitration agreements face a number of difficult decisions in crafting their agreements to ensure that they will be enforceable while also maximizing the benefits of arbitration.

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This month, we’ll examine several questions about how far employers can go toward prohibiting employees from bringing guns to work.

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Q. One of the employees in our office has been taping conversations unknown to the people he is taping. Does the employee have a right to do this?

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Q. We have been contemplating developing a dress code. What kinds of legal issues do we need to consider?

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Q. We had to close down our business because of the damage caused by a natural disaster. Are our employees entitled to unemployment benefits?

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Q. We would like to throw a Halloween party for our employees during working hours. Many want to wear costumes. Should we have a costume dress code? We are worried some employees may go too far.

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Q. We plan to lay off some of our employees and offer jobs to others in our facility in another state. We are also giving a select few of our employees the option to work from home. One of the employees to whom we gave this telecommuting option has declined it and requested severance instead. Are we obligated to pay him severance?

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Q. Does California’s reporting-time pay law apply to workers who report to work but appear to be unable or unfit to work?

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Q. I know that the laws on overnight travel time are more restrictive in California than under federal law. Does the overnight travel rule under federal law apply in California or does an employer have to pay all travel time even if overnight travel is involved?

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