On Nov. 19, the California Occupational Safety and Health Standards Board voted on and approved an emergency COVID-19 regulation governing employers and workplaces.

California’s gradual climb to a $15 minimum wage will continue on Jan. 1, 2021, and some local minimum wages will increase at the same time.

California employers may not realize that even if nonexempt employees are paid entirely through commissions, they may be entitled to overtime pay if they work beyond a certain number of hours.

The California Department of Fair Employment and Housing created a page to assist employers with pay data reporting compliance under a new law that takes effect in 2021.

Voters in the city approved a tax on businesses that pay their chief executive officer or “highest-paid managerial employee” well above the median salary for the rest of their employees.

Californians just passed a ballot measure that will soon expand the nation’s most stringent data privacy law—and it will have an impact on employers across the country.

California voters passed Proposition 22, which will allow gig-economy companies, such as Uber and Lyft, to classify app-based drivers as independent contractors despite a strict new law that a court recently said makes such drivers employees.

A provision in an employee handbook saying that all company employees were subject to an alternative dispute resolution program was not enough, by itself, to compel arbitration in a former employee’s wrongful termination claim, a California appeals court ruled.

An employee’s inability to work under a particular supervisor because of anxiety and stress related to the supervisor’s standard oversight of the employee’s job performance did not constitute a disability under California’s Fair Employment and Housing Act.

A California employee who did not disclose on her job application a dismissed conviction for misdemeanor grand theft and was subsequently fired could proceed with her lawsuit.