April 2026

 

California Handbook Updates

8/21/14

We have made several important policy updates to our model California handbook including the following:

  • Non-Disclosure / Confidential Company Information
  • Publicity, Statements to the Media
  • Use of Communication and Computer Systems
  • Use of Social Media
  • Workplace Conduct
  • Solicitation and Distribution
  • San Francisco Family Friendly Workplace
  • Working Hours and Schedule (includes important meal and rest period requirements under CA law)
  • Victims of Domestic Violence, Sexual Assault, or Stalking
  • Pregnancy Disability Leave
  • Travel Time for Nonexempt Employees
[EasyDNNnews:IfNotExists:Event]Tuesday, August 19, 2014[EasyDNNnews:EndIf:Event][EasyDNNnews:IfExists:Event][EasyDNNnews:EventDate][EasyDNNnews:EndIf:Event]/[EasyDNNnewsLocalizedText:Author]: SuperUser Account/[EasyDNNnewsLocalizedText:Numberofviews] ([EasyDNNnews:NumberOfViews])/[EasyDNNnewsLocalizedText:Comments] ([EasyDNNnews:Comments])/[EasyDNNnews:ArticleRating]
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California Supreme Court Limits Application of Commission Overtime Exemption

8/7/14

 The California Supreme Court has narrowed application of the “commission exemption” from overtime. The case is Peabody v. Time Warner Cable, Inc.

 
[EasyDNNnews:IfNotExists:Event]Thursday, August 7, 2014[EasyDNNnews:EndIf:Event][EasyDNNnews:IfExists:Event][EasyDNNnews:EventDate][EasyDNNnews:EndIf:Event]/[EasyDNNnewsLocalizedText:Author]: SuperUser Account/[EasyDNNnewsLocalizedText:Numberofviews] ([EasyDNNnews:NumberOfViews])/[EasyDNNnewsLocalizedText:Comments] ([EasyDNNnews:Comments])/[EasyDNNnews:ArticleRating]
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California

7/24/14

Handbook Update: We have revised the Paid Family Leave Benefits provisions in the California Employee Handbook to reflect that, as of July 1, 2014, California employees may be eligible to receive Paid Family Leave benefits when taking time off work to care for a seriously ill parent-in-law, grandparent, grandchild or sibling, in addition to a child, spouse, parent or registered domestic partner.
[EasyDNNnews:IfNotExists:Event]Tuesday, July 22, 2014[EasyDNNnews:EndIf:Event][EasyDNNnews:IfExists:Event][EasyDNNnews:EventDate][EasyDNNnews:EndIf:Event]/[EasyDNNnewsLocalizedText:Author]: Shirley Johnson/[EasyDNNnewsLocalizedText:Numberofviews] ([EasyDNNnews:NumberOfViews])/[EasyDNNnewsLocalizedText:Comments] ([EasyDNNnews:Comments])/[EasyDNNnews:ArticleRating]
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Reminder – California Minimum Wage Increase

7/10/14

Executive Summary

Coverage:  Employers with employees working in California.

Effective Date:  Beginning July 1, 2014.

Overview:  The law increases the state’s hourly minimum wage rate from $8.00 an hour up to $10.00 an hour by January 1, 2016. The rate increase takes effect in two stages: a $1.00 increase on July 1, 2014 to $9.00 an hour, and another $1.00 increase on January 1, 2016 to $10.00 an hour. The last time California increased its minimum wage was on January 1, 2007.


Action Required:  Consult your Human Resource Business Partner as needed.
[EasyDNNnews:IfNotExists:Event]Tuesday, July 8, 2014[EasyDNNnews:EndIf:Event][EasyDNNnews:IfExists:Event][EasyDNNnews:EventDate][EasyDNNnews:EndIf:Event]/[EasyDNNnewsLocalizedText:Author]: Shirley Johnson/[EasyDNNnewsLocalizedText:Numberofviews] ([EasyDNNnews:NumberOfViews])/[EasyDNNnewsLocalizedText:Comments] ([EasyDNNnews:Comments])/[EasyDNNnews:ArticleRating]
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San Francisco Expands “Ban the Box” Ordinance To Cover Private Employers

04/17/14

Executive Summary

Coverage: Private employers with 20 or more employees, housing providers (not covered here) and city contractors.

Effective Date:August 13, 2014

Overview: Expands the City’s current ordinance from public employers to include private employers with 20 or more employees, housing providers and city contractors.

Action Required: Review Internal Hiring Policies 

[EasyDNNnews:IfNotExists:Event]Monday, July 7, 2014[EasyDNNnews:EndIf:Event][EasyDNNnews:IfExists:Event][EasyDNNnews:EventDate][EasyDNNnews:EndIf:Event]/[EasyDNNnewsLocalizedText:Author]: Shirley Johnson/[EasyDNNnewsLocalizedText:Numberofviews] ([EasyDNNnews:NumberOfViews])/[EasyDNNnewsLocalizedText:Comments] ([EasyDNNnews:Comments])/[EasyDNNnews:ArticleRating]
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San Francisco Family Friendly Workplace Ordinance Amendment – New Toolkit Available on FormSource

02/06/14

[EasyDNNnews:IfNotExists:Event]Sunday, February 2, 2014[EasyDNNnews:EndIf:Event][EasyDNNnews:IfExists:Event][EasyDNNnews:EventDate][EasyDNNnews:EndIf:Event]/[EasyDNNnewsLocalizedText:Author]: Shirley Johnson/[EasyDNNnewsLocalizedText:Numberofviews] ([EasyDNNnews:NumberOfViews])/[EasyDNNnewsLocalizedText:Comments] ([EasyDNNnews:Comments])/[EasyDNNnews:ArticleRating]
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San Francisco Family Friendly Workplace Ordinance Poster Available

01/02/14

[EasyDNNnews:IfNotExists:Event]Thursday, January 2, 2014[EasyDNNnews:EndIf:Event][EasyDNNnews:IfExists:Event][EasyDNNnews:EventDate][EasyDNNnews:EndIf:Event]/[EasyDNNnewsLocalizedText:Author]: Shirley Johnson/[EasyDNNnewsLocalizedText:Numberofviews] ([EasyDNNnews:NumberOfViews])/[EasyDNNnewsLocalizedText:Comments] ([EasyDNNnews:Comments])/[EasyDNNnews:ArticleRating]
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New California Employment Laws Effective in 2014

11/21/13

Executive Summary

The California legislature has produced more new employment-related laws than in any recent year. The new laws impose additional burdens on employers and continue the trend of expanding employee rights that has existed for several years. This Special Report will provide a summary of the major laws that may impact a client’s operations, and help clients plan and prepare for these new compliance challenges. The laws covered in this report are effective January 1, 2014 unless otherwise noted.

 

Posted 11/21/13

[EasyDNNnews:IfNotExists:Event]Monday, November 11, 2013[EasyDNNnews:EndIf:Event][EasyDNNnews:IfExists:Event][EasyDNNnews:EventDate][EasyDNNnews:EndIf:Event]/[EasyDNNnewsLocalizedText:Author]: Shirley Johnson/[EasyDNNnewsLocalizedText:Numberofviews] ([EasyDNNnews:NumberOfViews])/[EasyDNNnewsLocalizedText:Comments] ([EasyDNNnews:Comments])/[EasyDNNnews:ArticleRating]
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Employees Paid on a Piece Rate Basis Must be Separately Compensated for Rest Periods

10/14/13

Executive Summary

Continuing what may become a trend based on a previous California case, where employees paid on a piece rate were required to be paid at least the minimum wage for hours spent waiting to perform work, the California Court of Appeals in Bluford v. Safeway Stores Inc. Has ruled that under a piece rate system rest periods must be separately compensated. 

[EasyDNNnews:IfNotExists:Event]Thursday, October 17, 2013[EasyDNNnews:EndIf:Event][EasyDNNnews:IfExists:Event][EasyDNNnews:EventDate][EasyDNNnews:EndIf:Event]/[EasyDNNnewsLocalizedText:Author]: Shirley Johnson/[EasyDNNnewsLocalizedText:Numberofviews] ([EasyDNNnews:NumberOfViews])/[EasyDNNnewsLocalizedText:Comments] ([EasyDNNnews:Comments])/[EasyDNNnews:ArticleRating]
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Employees Paid on a Piece Rate Basis Must be Separately Compensated for Rest Periods

10/14/13

Executive Summary

Continuing what may become a trend based on a previous California case, where employees paid on a piece rate were required to be paid at least the minimum wage for hours spent waiting to perform work, the California Court of Appeals in Bluford v. Safeway Stores Inc. Has ruled that under a piece rate system rest periods must be separately compensated. 

[EasyDNNnews:IfNotExists:Event]Thursday, October 17, 2013[EasyDNNnews:EndIf:Event][EasyDNNnews:IfExists:Event][EasyDNNnews:EventDate][EasyDNNnews:EndIf:Event]/[EasyDNNnewsLocalizedText:Author]: Shirley Johnson/[EasyDNNnewsLocalizedText:Numberofviews] ([EasyDNNnews:NumberOfViews])/[EasyDNNnewsLocalizedText:Comments] ([EasyDNNnews:Comments])/[EasyDNNnews:ArticleRating]
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