California has created additional protections for unpaid interns and created additional requirements for sexual harassment prevention training. In addition, California has mandated a new requirement for most employers to provide their employees with paid sick leave. This new sick-leave requirement will go into effect next summer on July 1, 2015. For a more detailed description
Marisa Ratinoff
New Laws Affecting California Employers: Anti-Harassment Protections for Unpaid Interns, Anti-Bullying Training for Managers, and Mandatory Paid Sick Leave
By Epstein Becker Green on
Posted in Hospitality
California has created additional protections for unpaid interns and created additional requirements for sexual harassment prevention training. In addition, California has mandated a new requirement for most employers to provide their employees with paid sick leave. This new sick-leave requirement will go into effect next summer on July 1, 2015. For a more detailed description …
California’s Leave Laws May Create the Perfect Storm for Employers
By Marisa S. Ratinoff on
Posted in Retail
In this month’s Take 5 newsletter, I discuss how California is unique for making numerous types of protected leaves of absence available to employees. All of these options can add up to a lot of protected leave.
Following is from the introduction:
National employers often find it challenging to navigate the employment laws of…
Court Finds Continuing Duty Exists to Engage in Interactive Process with Employees Who Exhaust Medical Leave
By Epstein Becker Green on
Posted in Retail
By Marisa S. Ratinoff and Amy Messigian
In a matter of first impression, the California Court of Appeal held last month that an employee who exhausts all permissible leave under the Pregnancy Disability Leave (“PDL”) provisions of the California Fair Employment and Housing Act (“FEHA”) and is terminated by her employer may nevertheless state a…
Actual Duties Define Exempt Status of Managerial Retail Employees and Precludes Class Certification
By Epstein Becker Green on
Posted in Retail
Exempt or non-exempt: That is the question. One of the most difficult areas in wage and hour law for retailers is properly classifying their managerial employees for purposes of determining if overtime need be paid or meal and rest breaks provided.
Continue Reading Actual Duties Define Exempt Status of Managerial Retail Employees and Precludes Class Certification