“Floating Holidays” are typically a fixed number of personal days that employees may use at any time during the year over and above any vacation, sick or other paid time off (“PTO”) they may have. Usually such days do not accrue under the employer’s policy and are not paid out at the time of termination.
Continue Reading Floating Holidays – Why Employers May Want to Keep Them from Floating into California
California Employment Law
Forever 21 May Pursue Employment Claim in Arbitration
By Epstein Becker Green on
Posted in Retail
Last month, the California Court of Appeal ruled that a former employee of Forever 21 must try her claims against the retailer in arbitration, enforcing the company’s employment arbitration policy and reversing a lower court decision finding the agreement unconscionable under California law. The plaintiff, Maribel Baltazar, alleged that she had been…
The First “Suitable Seating” Trial In California Results In A Victory For The Employer – And Guidance For Plaintiffs For Future Cases
By Epstein Becker Green on
Posted in Retail
By: Michael S. Kun
The latest wave of class actions in California is one alleging that employers have not complied with obscure requirements requiring the provision of “suitable seating” to employees – and that employees are entitled to significant penalties as a result.
The “suitable seating” provisions are buried so deep in Wage Orders that…
California Employment Laws: What’s on the Horizon
By Epstein Becker Green on
Posted in Retail
by Dena L. Narbaitz and Marisa S. Ratinoff
While everyone awaits the California Supreme Court’s ruling in Brinker Restaurant Corp. v. Superior Court (Hohnbaum) – which is expected sometime in early 2012 and will determine the scope of an employer’s meal and rest period obligations – employers must not lose sight of other important developments…