Labor Law > Do California Employers Have Any Scheduling Flexibility Options Left? […] 357, the "Fair Scheduling Act of 2015" that would have adopted a statewide law based on the San Francisco ordinance. Seattle’s Secure Scheduling Ordinance and Emeryville and California’s Fair Workweek Ordinances took effect July of this year. What Happens if the Inspector Finds a Violation? Lukas Clary in The Sacramento Bee: A COVID Vaccine is On The Way. This method is not without its own drawbacks. This blog’s objective is to serve as a forum to discuss labor and employment topics, issues and legal news. That decision was employer-friendly, in that merely starting work on one day (i.e. There are no predictive scheduling requirements in California. Your rights under California labor law. The Court ruled that this was a violation of the applicable Wage Order, finding that Tilly’s requirement that employees phone in, triggered the obligation to pay the employee a “reporting time” premium (between one and four hours of pay). Open the website or web page you want to pin to your home screen. (A “split shift” occurs only when an employee’s scheduled working hours are interrupted by one or more unpaid, nonworking periods established by the employer – other than bona fide rest or meal periods.) Tuesday at 10:00 p.m.) and working continuously into the next day (i.e., Wednesday at 5:00 a.m.) does not trigger a split shift premium. Effective January 1, 2018, the minimum wage for all industries was $11 … Employers with California operations will want to take note, as … Also, because the premium can be offset, for employees who earn more than minimum wage, a split shift premium may cost the employer less than the reporting time premium for the same cancelled shift. Safari will close automatically and you will be taken to where the icon is located on your iPad's desktop. Another alternative is to simply overschedule employees, and then cancel shifts before they “report” to work, or using “just in time” scheduling software to generate schedules with very little advance notice. Reporting time pay. California’s First Scheduling Law Although California legislatures are currently looking at a more comprehensive secure scheduling law, California already has a scheduling law on the books. ​California has extensive rules that determine how employees are paid. While not a law in California, other states and local... 2. Predictive Scheduling. Tilly’s “on call” practice was one of several ways that many employers, especially in the retail and hospitality industry, try to adjust schedules based upon unpredictable workforce needs. California Revenue and Taxation Code (R&TC) does not conform to all of the changes. New York City’s law will take effect November 2017.San Francisco employers must: 1. This option, too, may also be going the way of the dinosaur. The first secure scheduling ordinance was passed in 2014 when San Francisco passed its worker’s Bill of Rights. Maybe the legislature will take this issue up, or impose even more restrictions for on-call shifts with more predictive scheduling laws. California Labor Laws 2019 Everything to know about the state's HR, payroll, and benefits rules. All Rights Reserved. Second, a word of caution: employers must ensure that employees are truly “off duty” and relieved of all duties between shifts, or else they are entitled to minimum wage for the time the employee is waiting to work. These laws were among the last acts signed by Gov. Unpredictable schedules and late notice for assigned shifts make it difficult for hourly restaurant workers to find childcare, go to school, or schedule transportation. Covered employers must provide employees with their schedules two weeks in advance, and if the schedule is changed within 7 days, to pay compensation of 1 to 4 hours depending on the amount of notice and length of the shift. According to the dissenting judge, this was an issue for the legislature, not the courts. Furthermore, California law imposes strict requirements on employers who adopt … Quick Fact: On June 30, 2015 Governor Brown signed SB 277 into law. Quick Facts and Resources for California Residents. If HR compliance was a contest, the Golden State would take first place in the category of most difficult. The Reporting Time Pay law requires that California employers pay employees at least half of all scheduled shifts, even when canceled. If you do not qualify for these options, you must follow the Engine Model Year (EMY) schedule found on page 4. Then in 2017, several cities and one state passed more secure scheduling laws. This means scheduling employees for two separate, shorter shifts during the workday – i.e., a morning shift, followed by a gap that is longer than a meal period, followed by another shift later in the day. And, if any advance call-in triggers a reporting time obligation, what’s the alternative? California Passes New Employment Laws for 2021. The Court’s decision in Tilly’s did not find that “on call” scheduling is unlawful – only that this practice does not avoid an employer’s reporting time pay obligations. Predictive scheduling laws are laws that require employers to post employees’ work schedules a certain amount of time in advance and penalize employers for last minute changes to schedules. Employees, especially in a tipped workplace, might even find this option preferable to an on-call arrangement, since they’d have more certainty of at least some work, and would potentially earn more money by comparison to receiving just the reporting time premium if they are called off for the whole shift. The Add to Home dialog box will appear, with the icon that will be used for this website on the left side of the dialog box. Early predictive scheduling laws only applied to retail establishments and restaurants, with limited penalties and no private right of action (i.e. In 2015, Assemblyman David Chiu (D-San Francisco) introduced A.B. It requires covered employers to (among other things) provide “predictability pay” for both on-call work and schedule changes. Until then, employers using on-call, split shifts and other flexible scheduling devices are should work with legal counsel to ensure current practices are lawful and to keep themselves apprised of changes in the law, statewide and in cities and counties. The immigration status of students in California has been the subject of a variety of laws and legal challenges. California 4-Hour Minimum Shift. California's industrial hemp law can be found in Division 24 of the California Food and Agricultural Code. But, again, the trend is shifting toward regulating how much notice an employer can give an employee. Who Isn't Covered by Workers' Compensation? Currently, agricultural workers receive time-and-a-half after working 10 hours per day, or 60 hours per week. In the meantime, the lesson: If you schedule on-call (especially in retail in California… Enter into the address field the URL of the website you want to create a shortcut to. Jerry Brown before he leaves office on Jan. 7, 2019. Welcome to the big leagues. First, if the employee does work that second shift, then the employer would owe a ‘split shift’ premium. Weintraub Tobin’s 2021 Labor and Employment Virtual Seminar and Training Schedule, A Deeper Dive into the New Cal/OSHA Temporary Emergency Standards for COVID-19 Prevention. With the new year around the corner, now is the time to prepare for new labor laws that will impact North Bay businesses in 2019. San Francisco was the first to enact scheduling regulations with its Formula Retail Employee Rights Ordinance in 2014. Currently, California law does not prohibit these practices, and employers are permitted to cancel any employee’s shift without penalty as long as they have not reported to work (by phone or in person). Although California employers have the discretion to control their scheduling needs and staffing requirements, the Labor Code imposes a limitation on their scheduling rights. By Shauna N. Correia on March 7th, 2019 Posted in Labor Law, New Legislation and Regulations, Wage & Hour. Deployments pose many challenges to military families, as dual parent homes are reduced to single parent homes and service members and their loved ones rush to prepare financially, legally, and logistically for an upcoming deployment. “Predictive Scheduling” and Scheduling Requirements Under California Law 1. Since the first predictive scheduling law arose in San Francisco several years ago, other states and major U.S. cities have contributed to a precipitous rise in these laws. As our clients often lament, the options available to employers are few and most are not without a cost – and lobbyists have been pushing since 2015 for state-wide predictive scheduling rules, bans or limitations on the use of on-call shifts, and requirements for advance notice of scheduling changes. One possible alternative that has been proposed by some clever employers could be to schedule employees for “split shifts”. California labor law requires that employees who work regular 8-hour shifts be paid for a minimum of four hours if they are sent home early, or have to check in every day to see if they are scheduled. Now Available! On-call shifts – defined as a shift where the employee confirms their shift less than 24 hours in advance of the shift – are allowed, but the employer must provide 2 to 4 hours of pay if the employee is not called into work (with some exceptions). There is no hard rule covered by federal or state law or the Wage Orders for most employees (except for certain positions, like airline pilots or truckers). Tap "Add to Home Screen." Do California Employers Have Any Scheduling Flexibility Options Left? CDFA has adopted Section 4900 in Title 3 of the California Code of Regulations pertaining to Industrial Hemp Cultivation Registration Fees, and Section 4920 and … Starting in February, the minimum age to buy a long gun will go up from 18 to 21. Loophole Closure and Small Business and Working Families Tax Relief Act of 2019 – The Tax Cuts and Jobs Act (TCJA) signed into law on December 22, 2017, made changes to the Internal Revenue Code (IRC). Low-Use Exemption The mileage limit is 1,000 miles per year in California. In California, the general overtime provisions are that a nonexempt employee 18 years of age or older, or any minor employee 16 or 17 years of age who is not required by law to attend school and is not otherwise prohibited by law from engaging in the subject work, shall not be employed more than eight hours in any workday or more than 40 hours in any workweek unless he or she receives one and one … Make no changes to the employee schedule with less than seven days notice; changes made past that deadline … Further, on-call shifts must be written into the schedules. 1. Beginning July 1, 2019, the release of stored ammunition shall be handled similar to the release of stored firearms, and therefore must be returned by a firearms dealer or an ammunition vendor in accordance with the procedures set forth in Penal Code section 30370 et seq. Several new gun control laws are set to take effect in California in 2019. 2019 and future compliance years. Scheduling employees is becoming more difficult for employers, and the State seems to be hurtling toward predictive scheduling laws. The firm continues its long-time and strong support of the communities in which its attorneys live and work. What is the minimum wage? The City of San Francisco – the first California city to enact predictive scheduling rules – passed the San Francisco “Predictable Scheduling and Fair Treatment for Formula Retail Employees Ordinance”. 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california scheduling laws 2019

Posted by on December 21, 2020 at 5:21 am

You should also be aware of rules governing overtime, breaks, makeup time and alternative schedules. California Independent Contractor Law. These predictive scheduling laws are meant to provide stability to individuals so that they can attend to their child care, health, education and, in many cases, second jobs. New personal and religious belief exemptions will not be allowed in California daycare, preschool, and K-12 schools, effective July 1, 2016. Will Employers Require Their Workers Get The Shot? Currently, 5 cities and 1 state have passed some form of a scheduling law. Launch "Safari" app. First, retail employers covered by the San … The take away from this ruling for conservative employers is that any other affirmative “call in” required – such as sending a text, or requiring employees to log on to a scheduling app or portal – would probably be viewed the same way as the telephone report. But, here too, the court left open a fundamental question: how many hours must there be between two scheduled shifts, to avoid it being a “split” or being considered “on call” and on duty? With offices in Sacramento, San Francisco, Beverly Hills, Newport Beach and San Diego, the Weintraub Tobin Law Corporation combines its shared vision and pledges to be an innovative provider of sophisticated legal services to dynamic businesses and business owners, as well as non-profits and individuals with litigation and business needs. State Versus Federal Law: Which Prevails? If you have vehicles designed to power other equipment while stationary, the limit is 100 hours per year in California. Focusing on legal trends in data security, cloud computing, data privacy, and anything. This is a particular concern in a 24-hour facility, or a restaurant/bar open from morning to 2 a.m., where employees may be scheduled for “clopenings” – working until closing one day, and come back several hours later and open. Unless otherwise noted, each of the laws listed below is effective on Jan. 1, 2019. In 2018, California enacted numerous labor and employment laws. Tap the icon featuring a right-pointing arrow coming out of a box along the bottom of the Safari window to open a drop-down menu. The employee would not technically “call in” or “report” for the second shift – that shift would simply have been canceled before the end of the employee’s early shift. What Happens If You Disagree With the Results of an Inspection? It is important that you understand the laws pertaining to amount, timeliness and form of payment. An act to add and repeal Sections 1946.2, 1947.12, and 1947.13 of the Civil Code, relating to tenancy. For example, both San Francisco’s and Seattle’s city ordinances require employers to post employee work schedules 14 days in advance. You should also be aware of rules governing overtime, breaks, makeup time and alternative schedules. Copyright © 2020, Weintraub Tobin Chediak Coleman Grodin Law Corporation. However, there are certain exceptions to this law. Scheduling employees is becoming more difficult for employers, and the State seems to be hurtling toward predictive scheduling laws. Provide employee schedules at least 2 weeks in advance; 2. But, Tilly’s left open a question – how far in advance, if at all, can an employer ask employees to confirm their schedule, without owing a premium? As the calendar flips to 2019 , it's a good time to make sure you are up-to-date with the new laws, regulations, court cases and agency actions — many of which will affect California employers’ day-to-day operations and policies. [Approved by Governor October 08, 2019. 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You'll be able to enter a name for the shortcut and then Chrome will add it to your home screen. If needed, the employees would come to work; if not, Tilly’s did not pay the employees any compensation. Enter the name for the shortcut using the on-screen keyboard and tap "Add." But, since split-shift premiums are paid at minimum wage, and are fixed at one hour (as opposed to being one to four hours), this may be less costly than reporting time pay. Home > Labor Law > Do California Employers Have Any Scheduling Flexibility Options Left? […] 357, the "Fair Scheduling Act of 2015" that would have adopted a statewide law based on the San Francisco ordinance. Seattle’s Secure Scheduling Ordinance and Emeryville and California’s Fair Workweek Ordinances took effect July of this year. What Happens if the Inspector Finds a Violation? Lukas Clary in The Sacramento Bee: A COVID Vaccine is On The Way. This method is not without its own drawbacks. This blog’s objective is to serve as a forum to discuss labor and employment topics, issues and legal news. That decision was employer-friendly, in that merely starting work on one day (i.e. There are no predictive scheduling requirements in California. Your rights under California labor law. The Court ruled that this was a violation of the applicable Wage Order, finding that Tilly’s requirement that employees phone in, triggered the obligation to pay the employee a “reporting time” premium (between one and four hours of pay). Open the website or web page you want to pin to your home screen. (A “split shift” occurs only when an employee’s scheduled working hours are interrupted by one or more unpaid, nonworking periods established by the employer – other than bona fide rest or meal periods.) Tuesday at 10:00 p.m.) and working continuously into the next day (i.e., Wednesday at 5:00 a.m.) does not trigger a split shift premium. Effective January 1, 2018, the minimum wage for all industries was $11 … Employers with California operations will want to take note, as … Also, because the premium can be offset, for employees who earn more than minimum wage, a split shift premium may cost the employer less than the reporting time premium for the same cancelled shift. Safari will close automatically and you will be taken to where the icon is located on your iPad's desktop. Another alternative is to simply overschedule employees, and then cancel shifts before they “report” to work, or using “just in time” scheduling software to generate schedules with very little advance notice. Reporting time pay. California’s First Scheduling Law Although California legislatures are currently looking at a more comprehensive secure scheduling law, California already has a scheduling law on the books. ​California has extensive rules that determine how employees are paid. While not a law in California, other states and local... 2. Predictive Scheduling. Tilly’s “on call” practice was one of several ways that many employers, especially in the retail and hospitality industry, try to adjust schedules based upon unpredictable workforce needs. California Revenue and Taxation Code (R&TC) does not conform to all of the changes. New York City’s law will take effect November 2017.San Francisco employers must: 1. This option, too, may also be going the way of the dinosaur. The first secure scheduling ordinance was passed in 2014 when San Francisco passed its worker’s Bill of Rights. Maybe the legislature will take this issue up, or impose even more restrictions for on-call shifts with more predictive scheduling laws. California Labor Laws 2019 Everything to know about the state's HR, payroll, and benefits rules. All Rights Reserved. Second, a word of caution: employers must ensure that employees are truly “off duty” and relieved of all duties between shifts, or else they are entitled to minimum wage for the time the employee is waiting to work. These laws were among the last acts signed by Gov. Unpredictable schedules and late notice for assigned shifts make it difficult for hourly restaurant workers to find childcare, go to school, or schedule transportation. Covered employers must provide employees with their schedules two weeks in advance, and if the schedule is changed within 7 days, to pay compensation of 1 to 4 hours depending on the amount of notice and length of the shift. According to the dissenting judge, this was an issue for the legislature, not the courts. Furthermore, California law imposes strict requirements on employers who adopt … Quick Fact: On June 30, 2015 Governor Brown signed SB 277 into law. Quick Facts and Resources for California Residents. If HR compliance was a contest, the Golden State would take first place in the category of most difficult. The Reporting Time Pay law requires that California employers pay employees at least half of all scheduled shifts, even when canceled. If you do not qualify for these options, you must follow the Engine Model Year (EMY) schedule found on page 4. Then in 2017, several cities and one state passed more secure scheduling laws. This means scheduling employees for two separate, shorter shifts during the workday – i.e., a morning shift, followed by a gap that is longer than a meal period, followed by another shift later in the day. And, if any advance call-in triggers a reporting time obligation, what’s the alternative? California Passes New Employment Laws for 2021. The Court’s decision in Tilly’s did not find that “on call” scheduling is unlawful – only that this practice does not avoid an employer’s reporting time pay obligations. Predictive scheduling laws are laws that require employers to post employees’ work schedules a certain amount of time in advance and penalize employers for last minute changes to schedules. Employees, especially in a tipped workplace, might even find this option preferable to an on-call arrangement, since they’d have more certainty of at least some work, and would potentially earn more money by comparison to receiving just the reporting time premium if they are called off for the whole shift. The Add to Home dialog box will appear, with the icon that will be used for this website on the left side of the dialog box. Early predictive scheduling laws only applied to retail establishments and restaurants, with limited penalties and no private right of action (i.e. In 2015, Assemblyman David Chiu (D-San Francisco) introduced A.B. It requires covered employers to (among other things) provide “predictability pay” for both on-call work and schedule changes. Until then, employers using on-call, split shifts and other flexible scheduling devices are should work with legal counsel to ensure current practices are lawful and to keep themselves apprised of changes in the law, statewide and in cities and counties. The immigration status of students in California has been the subject of a variety of laws and legal challenges. California 4-Hour Minimum Shift. California's industrial hemp law can be found in Division 24 of the California Food and Agricultural Code. But, again, the trend is shifting toward regulating how much notice an employer can give an employee. Who Isn't Covered by Workers' Compensation? Currently, agricultural workers receive time-and-a-half after working 10 hours per day, or 60 hours per week. In the meantime, the lesson: If you schedule on-call (especially in retail in California… Enter into the address field the URL of the website you want to create a shortcut to. Jerry Brown before he leaves office on Jan. 7, 2019. Welcome to the big leagues. First, if the employee does work that second shift, then the employer would owe a ‘split shift’ premium. Weintraub Tobin’s 2021 Labor and Employment Virtual Seminar and Training Schedule, A Deeper Dive into the New Cal/OSHA Temporary Emergency Standards for COVID-19 Prevention. With the new year around the corner, now is the time to prepare for new labor laws that will impact North Bay businesses in 2019. San Francisco was the first to enact scheduling regulations with its Formula Retail Employee Rights Ordinance in 2014. Currently, California law does not prohibit these practices, and employers are permitted to cancel any employee’s shift without penalty as long as they have not reported to work (by phone or in person). Although California employers have the discretion to control their scheduling needs and staffing requirements, the Labor Code imposes a limitation on their scheduling rights. By Shauna N. Correia on March 7th, 2019 Posted in Labor Law, New Legislation and Regulations, Wage & Hour. Deployments pose many challenges to military families, as dual parent homes are reduced to single parent homes and service members and their loved ones rush to prepare financially, legally, and logistically for an upcoming deployment. “Predictive Scheduling” and Scheduling Requirements Under California Law 1. Since the first predictive scheduling law arose in San Francisco several years ago, other states and major U.S. cities have contributed to a precipitous rise in these laws. As our clients often lament, the options available to employers are few and most are not without a cost – and lobbyists have been pushing since 2015 for state-wide predictive scheduling rules, bans or limitations on the use of on-call shifts, and requirements for advance notice of scheduling changes. One possible alternative that has been proposed by some clever employers could be to schedule employees for “split shifts”. California labor law requires that employees who work regular 8-hour shifts be paid for a minimum of four hours if they are sent home early, or have to check in every day to see if they are scheduled. Now Available! On-call shifts – defined as a shift where the employee confirms their shift less than 24 hours in advance of the shift – are allowed, but the employer must provide 2 to 4 hours of pay if the employee is not called into work (with some exceptions). There is no hard rule covered by federal or state law or the Wage Orders for most employees (except for certain positions, like airline pilots or truckers). Tap "Add to Home Screen." Do California Employers Have Any Scheduling Flexibility Options Left? CDFA has adopted Section 4900 in Title 3 of the California Code of Regulations pertaining to Industrial Hemp Cultivation Registration Fees, and Section 4920 and … Starting in February, the minimum age to buy a long gun will go up from 18 to 21. Loophole Closure and Small Business and Working Families Tax Relief Act of 2019 – The Tax Cuts and Jobs Act (TCJA) signed into law on December 22, 2017, made changes to the Internal Revenue Code (IRC). Low-Use Exemption The mileage limit is 1,000 miles per year in California. In California, the general overtime provisions are that a nonexempt employee 18 years of age or older, or any minor employee 16 or 17 years of age who is not required by law to attend school and is not otherwise prohibited by law from engaging in the subject work, shall not be employed more than eight hours in any workday or more than 40 hours in any workweek unless he or she receives one and one … Make no changes to the employee schedule with less than seven days notice; changes made past that deadline … Further, on-call shifts must be written into the schedules. 1. Beginning July 1, 2019, the release of stored ammunition shall be handled similar to the release of stored firearms, and therefore must be returned by a firearms dealer or an ammunition vendor in accordance with the procedures set forth in Penal Code section 30370 et seq. Several new gun control laws are set to take effect in California in 2019. 2019 and future compliance years. Scheduling employees is becoming more difficult for employers, and the State seems to be hurtling toward predictive scheduling laws. The firm continues its long-time and strong support of the communities in which its attorneys live and work. What is the minimum wage? The City of San Francisco – the first California city to enact predictive scheduling rules – passed the San Francisco “Predictable Scheduling and Fair Treatment for Formula Retail Employees Ordinance”. Independent Contractors and Workers' Compensation, Workers' Compensation Exceptions for Emergency Personnel, Exclusions From Workers' Compensation Coverage, Aggravation of a Previous Injury or Illness, Defending Against Claims of Stress-Related Injuries, Workers' Compensation Poster and MPN Posting, Written Notice for Victims of Terrorist Act, Predesignating a Personal Physician, Chiropractor or Acupuncturist, Mandatory Utilization Review, Independent Medical Review, and the Appeal Process, What to do When an Injury Occurs Overview, Give the Employee a Workers' Compensation Claim Form, Report the Incident to the Insurance Company, Investigate and Take Preventative Measures, Privacy of Workers' Compensation Medical Records, Returning Permanent and Stationary Employees to Work, Offering a Modified or Alternate Position, Penalties for Workers' Compensation Fraud, Employee Protection from Discrimination Overview, Disability Discrimination Laws and Workers' Compensation, Provide Advance Notice of Workplace Privacy, Obtain Consent to Access Private Information, Have a Legitimate Business Purpose to Search, Seek Advice of Counsel When Privacy Is an Issue, Establishing Company Property and Privacy Policies, Telephone, Voice Mail and Email Monitoring, Noncompetition Agreements Generally Prohibited, Restricted Access to Personal Social Media Accounts, Considering Personal Relationships and Off-Duty Conduct, Keeping Fingerprints and Photographs Private, Government Agencies and Access to Records, General Guidelines for Responding to Reference Checks, Defamation Protection - Harassment Complaints, National Labor Relations Board (NLRB) Powers Overview, Other Unfair Labor Practices of Unions and Employers, Protected Concerted Activity in Union and Non-Union Workplaces, Protected Concerted Activity in Union and Non-Union Workplaces Overview, Balancing of Protected Rights and Employer Justifications, Employee Handbooks and Employment Policies, Social Media Use and Unfair Labor Practice Charges, Use of Employer's Email System for Protected Activities, Unlawful Strike in Violation of No-Strike Provision, Legality of Intermittent or Partial Strikes, Representation and Election Process Overview, Building and Construction Industry Exception, Religious Objections to Union-Security Agreements, Construction Industry Pre-Hire Union-Security Agreements, Berkeley Family Friendly and Environment Friendly Workplace Ordinance, COVID-19 - Oakland Emergency Paid Sick Leave, COVID-19 -Sacramento City Worker Protection Health and Safety Act, COVID-19 - Sacramento County Worker-Protection, San Francisco Family Friendly Workplace Ordinance, San Francisco Paid Parental Leave Ordinance, San Francisco Discrimination Prohibition Ordinance, San Francisco Drug-Free Workplace Ordinance, San Francisco Drug Testing Regulations Ordinance, San Francisco Non-Interference in Personal Relationships Ordinance, San Francisco Retail Workers Bill of Rights, San Francisco Health Care Security Ordinance, San Francisco Lactation in the Workplace Ordinance, San Francisco Consideration of Salary History Ordinance, COVID-19 - San Francisco Public Health Emergency Leave, COVID-19 - San Mateo County Supplemental Paid Sick Leave, COVID-19 - Santa Rosa Emergency Paid Sick Leave, South San Francisco Minimum Wage Ordinance, COVID-19 - Long Beach Supplemental Paid Sick Leave, COVID-19 - Los Angeles City Supplemental Paid Sick Leave, Los Angeles County Minimum Wage Ordinance, Los Angeles County Minimum Wage Ordinance COVID-19 - Los Angeles County Supplemental Paid Sick Leave, Sample Local Ordinance - San Francisco Minimum Wage, How To: Conduct a Criminal Background Check, How To: Oversee Pre-Employment Drug Testing, How To: Develop a Harassment Prevention Policy, How To: Administer Pregnancy Disability Leave, Sexual Harassment Prevention Training Quiz, Contemporary Issues In Workplace Harassment, Understanding CA Paid Sick Leave and Supplemental Paid Sick Leave Requirements, Put It In Writing: Policies For Employee Handbooks, Top 5 Labor And Employment Laws Perplexing Small Businesses. 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