Los angeles labor law attorneys

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

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

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

Regardless of whether an employer utilizes a bright line policy or conducts individualized assessments, before an employer may take an adverse action such as declining to hire, discharging, laying off, or declining to promote an adversely impacted individual based on conviction history, obtained by a source other than the applicant or employee (e.g. through a credit report or internally generated research), the employer must give the impacted individual notice of the disqualifying conviction and a reasonable opportunity to present evidence that the information is factually inaccurate. If the applicant or employee establishes that the record is factually inaccurate, then that record cannot be considered in the employment decision. … [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