Monthly Archives: September 2023
The Restaurant Owner’s Guide to Tip Pooling in California
The restaurant industry is one of the most important economic engines in California. Statista reports that restaurant and foodservice companies employ more than 1.8 million people in our state. Many California restaurants use tipping as part of their business model for employee compensation. As a restaurant owner, you may be considering whether to implement… Read More »
California Supreme Court Interprets Employee Whistleblower Statute in Broad Manner: What This Means for Employers
On May 22, 2023, the Supreme Court of California rendered a decision in the case of People ex rel. Garcia-Brower v. Kolla’s, Inc. As a unanimous opinion by the state’s highest court, the ruling both clarifies and expands the rights of whistleblower employees under state law. Here, our Riverside County employment lawyer for employers… Read More »
What Employers Should Know About the NLRB’s Recent Guidance On Confidentiality and Non-Disparagement Provisions in Severance Agreements
Earlier this year, the National Labor Relations Board (NLRB) issued a key decision McLaren Macomb (372 NLRB No. 58 McLaren Macomb 07-CA-263041). The federal agency determined that broad language in a severance agreement that bars an employee from “making statements that could disparage the employer” and/or from “disclosing the terms of the agreement” violates… Read More »
What California Employers Should Know About the New Federal Workplace Requirements for Nursing Mothers
In December 2022, President Joe Biden signed the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act) into law. This law extends additional legal protections to nursing mothers. Here, our Riverside County employment attorney provides an in-depth overview of the key things that California employers should know about new workplace requirements for nursing… Read More »
Alternative Workweek Schedules in California: An Overview for Employers
Work schedules are critical for employers that hire non-exempt hourly employees. Employers need to staff appropriately to conduct business and anticipate labor costs to budget costs and stay profitable. When hourly workers put in more than 40 hours per week, they are entitled to overtime pay. An hourly worker in California could also be… Read More »
