Monthly Archives: November 2021
When Must California “Prevailing Wage” Employees Receive Travel Time Pay?
California requires anyone employed on a “public works” project worth more than $1,000 to receive at least the “prevailing wage” for all hours worked. The Department of Industrial Relations establishes the prevailing wage that must be paid for all hours worked by a non-exempt employee in certain job classifications. Typically, the “hours worked” do… Read More »
Federal Court Upholds California Restrictions On Arbitration Agreements
In 2019, Gov. Gavin Newsom signed Assembly Bill (AB) 51 into law. This legislation barred employers from requiring employees (or prospective employees) to sign an arbitration, non-disparagement, or non-disclosure agreement as a condition of employment. To be clear, AB 51 did not bar such agreements outright; it merely stated that such agreements had to… Read More »
As An Employee, Can I Object To The Settlement Of A PAGA Lawsuit?
The California Private Attorneys General Act (PAGA) allows workers to sue their employers on behalf of the State for certain Labor Code violations and receive penalties for those violations which the employer must pay to the employees and the State. A PAGA claim is not the same thing as a class action. With a… Read More »
What California’s “Silenced No More Act” Means For Employers
On October 7, Gov. Gavin Newsom signed Senate Bill (SB) 331 into law. This bill, dubbed the “Silenced No More Act,” imposes new restrictions on California employers who wish to negotiate settlement or severance agreements with employees. What employee statements will be “Silenced No More?” The employees’ statements about possible “unlawful acts” in the… Read More »
