Los angeles labor law attorneys

Confirm that you are paying your employees at least the applicable minimum wage, which will also affect the minimum payout for sick time. As noted in a schedule, which is included in the same Article as the paid sick leave provisions, beginning July 1, 2016, the minimum wage in Los Angeles applicable to employers with at least 26 employees, wherever they are located, will be $10.50. Be aware that there is a higher minimum wage for certain hotel workers, pursuant to Ordinance No. 183241, and they are also covered by different paid and unpaid time off provisions. … [Read more...] about Beginning July 1, 2016, Employees Working in the City of Los Angeles Will Gain Enhanced Paid Sick Leave Rights

Under the proposed ordinance, employers must provide the six days of paid sick leave up front, or accrue it at the rate of one hour per every 30 hours worked. Accrued paid sick leave carries over to the following year of employment, but may be capped at 72 hours.  Similar to California’s state paid sick leave, the proposed ordinance does not require employers to pay out accrued or unused sick days upon separation from employment. … [Read more...] about Los Angeles City Council Votes to Expand Paid Sick Leave

The Los Angeles City Council voted 13−1 to pass a motion directing the City Attorney’s Office to move forward with a proposed ordinance requiring employers to provide paid sick leave to employees who work for them in the City of Los Angeles. If the ordinance is approved, Los Angeles will join Oakland, San Francisco, Emeryville and Santa Monica, which have already enacted paid sick leave ordinances. The Los Angeles ordinance will require employers to provide twice as much paid sick leave than is currently required under California state law. … [Read more...] about Los Angeles Expected to Join Other Cities with Paid Sick Leave Ordinances

(B) Conduct an individualized assessment of the circumstances and qualifications of the applicants or employees excluded by the conviction screen. An individualized assessment must involve notice to the adversely impacted employees or applicants (before any adverse action is taken) that they have been screened out because of a criminal conviction; a reasonable opportunity for the individuals to demonstrate that the exclusion should not be applied due to their particular circumstances; and consideration by the employer as to whether the additional information provided by the individuals or otherwise obtained by the employer warrants an exception to the exclusion and shows that the policy as applied to the employees or applicants is not job-related and consistent with 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