2015 ATS Employment Law Workday 
HRWatchdog
JANUARY 22, 2024
In this episode of The Workplace podcast, CalChamber Associate General Counsel Matthew Roberts and CalChamber employment law expert Ellen Savage discuss what employers need to know about the latest expansion of the California Healthy Workplaces, Healthy Families Act (SB 616) , also known as the paid sick leave law.
HR Daily Advisor
JANUARY 16, 2018
Hannah had her baby on February 4, 2015, and came back to work on April 8. She was breastfeeding when she returned to work and needed to pump breast milk during the workday. Because no private place was available, Hannah claimed that at times she was forced to go more than 8 hours without being able to express breast milk.
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HRWatchdog
MAY 28, 2015
If nonexempt employees check their work emails after hours, you are going to need to pay them for that time – overtime pay if they have now exceeded 8 hours in a workday. It’s a common occurrence; for example, an exempt vice-president emails her secretary late at night. You now have an off-the-clock work issue. Not a member?
HRWatchdog
DECEMBER 12, 2017
Add a relaxed and celebratory atmosphere to an open bar, music and dancing at an off-site location and all you need is one lit match for it to explode. If someone drinks too much and sexually harasses another employee during a holiday party, employers can be liable — depending on the circumstances. Alcohol Fuels the Fire.
HRExecutive
MAY 18, 2016
Some employers “still aren’t getting it when it comes to discriminating against employees with family responsibilities.”. Williams, founding director of the Center for WorkLife Law at the University of California, Hastings College of the Law, in a recent statement highlighting findings from a new UC Hastings study.
Business Management Daily
DECEMBER 17, 2019
Or a religion may require that adherents dress a certain way, including while at work. Other religions may demand that members pray during the workday. Supreme Court ruled 8-1 in 2015 that not hiring an applicant based on an applicant’s headscarf.
HRWatchdog
AUGUST 14, 2015
Company A uses the lump-sum approach under Labor Code section 246(d) (full amount of leave front-loaded at the beginning of each year; no accrual or carry-over). What is the amount of time that must be provided as a lump-sum for these employees at the beginning of the year? Company A has employees that work regular 10 hour shifts.
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