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The California Tort Claims Act requires public employers to defend and indemnify their employees for third-party claims arising out of acts within the scope of employment. Does that mean public employers must defend and indemnify an employee against a sexual harassment lawsuit?
By Michelle Lee Flores If an employee proves that an illegal reason (such as age discrimination) was a substantial motivation in his employer’s decision to terminate him, does the company have any defense to a wrongful termination claim?
The 9th U.S. Circuit Court of Appeals—which covers California, Alaska, Arizona, Hawaii, Idaho, Montana, Nevada, Oregon, and Washington—has given employers another thing to worry about in light of the new overtime regulations.
The question in the following case was whether a California employee’s refusal to challenge his termination under the city of Montebello’s administrative procedures barred his subsequent lawsuit claiming he was terminated because he was a whistleblower.
California wage and hour law is a convoluted landscape when it comes to determining when a prevailing employee or employer can recover attorneys’ fees and costs. Under California Labor Code Section 1194, an employee who wins a lawsuit against her employer for nonpayment of overtime compensation is entitled to recover reasonable attorneys’ fees.
A California Court of Appeal has found that an employer may be liable under the California Fair Employment and Housing Act (FEHA) for failing to accommodate an able-bodied employee’s request to modify his work schedule to care for a disabled family member. The court’s interpretation of the FEHA creates significant new obligations for California employers.
After analyzing the job posting activity of over 40,000 companies in its database, FlexJobs has identified the top 10 states where companies recruited the most state-based telecommuters in 2015. For the second year in a row, California, Texas, and New York lead the states with the highest number of telecommuting job postings.
In its new overtime regulations, the U.S. Department of Labor (DOL) has more than doubled its salary threshold for the Fair Labor Standards Act’s (FLSA’s) white-collar overtime exemptions. This causes a rare circumstance in which federal law provides employees with more protections than California law.
Most California employers will see the state’s minimum wage reach $15 an hour by 2022 if reports of a deal in the state legislature materialize as expected. Some businesses and industries may be impacted more than others—how will the proposed wage increases affect your company?
On April 19, 2016, the Los Angeles, California city council voted in favor of a proposed ordinance that would provide 6 days of paid sick leave per year to Los Angeles employees. The City Attorney has been given several weeks to draft an ordinance.