Labor law attorney los angeles

Nonprofit/Transitional Employers The Ordinances provide a limited exception for certain nonprofit corporations that have been certified by the City as providers of transitional jobs to the long-term unemployed. This exception, however, would only reduce the minimum rate of pay that the employer had to pay to transitional employees during the first 18 months of employment, with a corresponding reduction to the minimum rate at which sick leave would need to be paid out. Transitional employees are not excepted from the requirement to provide employees with paid sick leave. … [Read more...] about Beginning July 1, 2016, Employees Working in the City of Los Angeles Will Gain Enhanced Paid Sick Leave Rights

The Los Angeles City Council voted 13-1 in favor of a proposed ordinance that would permit Los Angeles workers to earn at least six paid sick leave days annually. The new paid sick leave entitlement would double the mandatory minimum under California’s statewide paid sick leave law. … [Read more...] about Los Angeles City Council Votes to Expand Paid Sick Leave

Employers with employees who work in Los Angeles and the other California cities that have enacted paid sick leave ordinances should act now to ensure they are in compliance. They should review and revise all existing paid sick leave or PTO policies and procedures as appropriate. Alternatively, they can establish a separate paid sick leave policy that complies with state law and local ordinances. In addition, employers need to update all internal systems so that they are harmonious with paid sick leave accrual of up to 72 hours. … [Read more...] about Los Angeles Expected to Join Other Cities with Paid Sick Leave Ordinances

New California Regulations The California Fair Employment and Housing Council (“FEHC”) adopted new regulations limiting the ability of employers to consider criminal history when making employment decisions. These new regulations prohibit employers from using criminal records or information regarding criminal history in employment decisions if doing so would have an adverse impact on individuals in a legally protected class designated by the Fair Employment and Housing Act (“FEHA”) unless the employer could establish the practice was job-related and consistent with business necessity. Even then, an employer could still face liability if the adversely impacted applicant or employee is able to demonstrate an effective and less discriminatory way of achieving the business necessity. … [Read more...] about Are You Ready for Important California and City of Los Angeles Regulations Effective July 1, 2017?

The defendants are partners of the firm as of Aug. 11, 2008. That was the day when the first employees should have received 60-day notice of their pending termination, says attorney Craig Collins of Los Angeles. He represents plaintiffs in the case. … [Read more...] about Heller Staff Members Sue Partners, Seek $32M for Alleged Labor Law Violations