In a 2-1 decision in August 2016, the Ninth Circuit, in Morris v. Ernst & Young, LLP, invalidated an arbitration agreement provision which barred employees from filing class actions relating to wages, hours, and employment terms and conditions.
All employers are required to provide both their employees and the Department of Homeland Security with the Employment Eligibility Verification Form I-9 (generally called the Form I-9). The Form I-9 is used to establish that the employee is eligible to work in the United States.
California employers face some of the most employee-protective laws in the country. Among the burdens placed on California employers is the requirement of workplace postings.
For some time employers have been navigating the myriad of legal issues pertaining to use of smartphones and other mobile devices by employees.
On August 25, 2016, the EEOC issued new Guidance on Retaliation and Related Issues (“Guidance”) to replace Section 8 of the EEOC’s Compliance Manual issued in 1998. The Guidance is helpful for employers in many ways.
On Thursday, September 29, 2016, California Governor, Jerry Brown, signed legislation requiring all single-occupancy bathrooms to be labeled as “all gender” in every business, place of public accommodation, and government agency in the State of California.
The California Supreme Court has issued guidance regarding a lesser known labor requirement that California employers provide employees with suitable seating under certain circumstances.