Los angeles labor law attorneys

However, employers that have taken advantage of the two-hour minimum usage increment permitted by the California law will need to stop doing so for their Los Angeles employees. There is no provision in the Ordinances that permits employers to impose a minimum increment in which paid sick time must be used, but it seems likely that employers will be permitted to use the lesser of one hour or the minimum increment used for other time off as a minimum increment for paid sick time. … [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

Details of the Los Angeles OrdinanceUnder the proposed ordinance, an employee will receive up to 48 hours (6 days) of paid sick leave per calendar year. Paid leave will accrue at a rate of 1 hour for every 30 hours worked. Alternatively, an employer can elect to “front load” leave, making the full amount of leave available to the employee at the beginning of the year. … [Read more...] about Los Angeles Expected to Join Other Cities with Paid Sick Leave Ordinances

(A)Demonstrate that any “bright-line” conviction disqualification or consideration (that is, one that does not consider individualized circumstances) can properly distinguish between applicants or employees that do and do not pose an unacceptable level of risk and that the convictions being used to disqualify, or otherwise adversely impact the status of the employee or applicant, have a direct and specific negative bearing on the person’s ability to perform the duties or responsibilities necessarily related to the employment position. Bright-line conviction disqualification or consideration policies or practices that include conviction-related information that is seven or more years old are subject to a rebuttable presumption that they are not sufficiently tailored to meet the job-related and consistent with business necessity affirmative defense (except if justified by subsection (f) below); or … [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