For years, Silicon Valley Middle Market employers have faced a continuing stream of claims alleging that employees have been misclassified as exempt from overtime compensation rules. Most misclassification claims have involved the so-called “white collar” exemptions. Claims alleging misclassification under the inside sales exemption have received less attention than most other claims, but the inside sales exemption is not well understood by many employers, resulting in frequent misclassifications and potential liability. Continue Reading Inside Sales Exemption Misunderstood by Many Employers
Most Silicon Valley Middle Market company employers know that the California Labor Code and the Wage Orders generally require an employer to provide certain meal periods and rest breaks to non-exempt employees during their work day and that failure to do so results in a penalty equal to an additional one hour of pay for each violation. According to California law, an employee must be relieved of all duties during their meal period and their rest breaks and this must include the ability to leave the employer’s premises.
In a recent decision involving Taco Bell’s discounted meal policy, through which it provided discounted food and drinks for any employee who worked a shift of at least two hours under the condition the employee not leave the premises during the break, the California Supreme Court rejected the employees’ arguments that the requirement they remain on premises if they purchased discounted food or drink meant that they were not relieved of all duties. Continue Reading Employers Catch a Break – California Supreme Court Sides with Them in Taco Bell Case
Employers who adopt English-only policies in the workplace expose themselves to a risk of claims for discrimination. Since the circumstances in which an English-only policy might be justified are quite narrow, employers should not adopt such a policy before conferring with counsel, and any such policies should be carefully drafted and narrowly tailored. Continue Reading Middle Market Employers: California’s Fair Employment and Housing Council Adopt New Regulations Regarding English-only Rules
Many California Middle Market employers, especially those in Silicon Valley, utilize independent contractors to fulfill job openings, to generate payroll savings for their businesses, and to avoid the administrative hassles associated with the traditional employment relationship. Whether a worker can be validly classified as an independent contractor depends on certain legal criteria, however, not merely the desires of the parties. In the wake of the California Supreme Court’s decision last week in Dynamex Operations West, Inc. v. Superior Court of Los Angeles, the circumstances in which employers can classify workers as independent contractors are now more limited. Continue Reading Silicon Valley Middle Market Companies: Are Your Contractors Now Employees?
Middle Market employers in Silicon Valley need to be familiar not only with the state minimum wage, but also any local minimum wage laws that may be applicable to them, and on July 1, a few cities, including San Jose, San Francisco and Emeryville, had new minimum wages go into effect:
|San Francisco||$14 per hour|
|San Jose||$12 per hour|
|Emeryville||$14 per hour for employers with 55 or fewer employees; $15.20 per hour with 56 or more employees|
California’s minimum wage rose earlier this year to $10.50 per hour for employers with 26 or more employees. In recent years, however, many cities and counties have enacted their own minimum wage rules. Compliance with local ordinances can be complicated, because some ordinances apply only to businesses that are based in the city in question, while others apply to all employees who work some minimum number of hours in the city.
What Should Employers Do Now? Continue Reading Some Silicon Valley Cities Increased Minimum Wage on July 1
Employers in California, especially those in the Middle Market, are all too familiar with the tidal wave of wage and hour litigation they have confronted over the past decade plus – claims alleging misclassification, unpaid overtime, meal period and rest break violations, and pay stub violations, to name just a few. A new decision from the California Supreme Court addresses claims based on long-ignored Labor Code statutes regarding days of rest. Although the decision is favorable for employers in many respects, it nevertheless could foretell another species of wage and hour claim on the horizon. In the wake of this decision, employers should consider adopting policies on days of rest and should be careful to avoid requiring non-exempt employees to work seven days within a single work week unless they work no more than 30 hours during the week and no more than six hours in any single day. Continue Reading California Supreme Court Clarifies Rules Regarding Days of Rest
In the wake of a recent California Court of Appeals decision, the Vaquero case, employers who pay employees on a commission basis should assure that they comply with the following rules in order to avoid potential liability: Continue Reading Rules Regarding Commission Compensation Just Got More Complicated
Last fall, California voters approved Proposition 64, legalizing the recreational use of marijuana for persons 21 and older. In the wake of Proposition 64’s passage, many employers have been puzzled about the impact of the new law upon their human resources practices. The good news is that Proposition 64 should not have a substantial effect on employers.
Our firm recently sent out a client alert that goes into greater detail about what the new law does and doesn’t do. Continue Reading Dazed and Confused by Prop 64? Here’s What Employers Need to Know