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Gov. Jerry Brown signed a law that will require California employer to review and potentially revise their lactation accommodation policies.

A California trial court should not have dismissed a driver’s wage and hour claims against a taxi service, a California appellate court ruled. The company did not establish that the driver was an independent contractor rather than an employee.

A former construction worker at a solar farm in California could not go forward with a class action challenging his employer’s alleged rest-break practice.

During a massive wildfire like the ones California is experiencing many questions arise.

Employee safety is always a primary concern and the amount of smoke can make that difficult.

Scott Pitman with InterWest Insurance Services shared the following notes regarding masks when the employer did not create the hazard.

  1. Make sure you let your employees know the N95 masks are distributed only a voluntary basis only. You are not requiring any employee to wear them.
  2. Wildfire smoke is considered a “respiratory irritant” – it effect each of us differently
  3. Make sure the A/C is on at all times
  4. Ensure HVAC system as clean filters – check with HVAC vendor to see if filters can be added or enhanced
  5. Control source of contaminants (place fans at front door which would prevent particulate matter from entering the structure)

 

For more information go to:  https://www.dir.ca.gov/dosh/wildfire/worker-protection-from-wildfire-smoke.html

 

In a groundbreaking decision, the California Supreme Court adopted a new legal standard today that will make it much more difficult for businesses to classify workers as independent contractors, drastically changing the legal landscape across the state. The decision will directly affect the trucking and transportation industry because the workers involved in the case were delivery drivers, but also has the potential to affect nearly every other industry—including the emerging gig economy. Specifically, the court adopted a new standard for determining whether a company “employs” or is the “employer” for purposes of the California Wage Orders.   Read more…

There is a whole new batch of regulations coming our way for California in 2018!  Are you ready?

Here are a few of the labor laws that will be changing that could impact you:

  • Immigration enforcement visits
  • “Parental Leave” for mid-sized employers
  • Ban the box bill
  • Salary history prohibition
  • Equal pay
  • Harassment training and poster
  • General contractor liability increases
  • Minimum wage increase

Download the California State Council of SHRM – California Update now.