California voters approved a measure requiring private-sector ambulance workers to be reachable during their work breaks. The new law is significant for employers in light of a state high court decision holding that on-call breaks are prohibited under state law.

A California appellate court decision calls into question whether employee nonsolicitation agreements are enforceable in the state. This uncertainty will continue until other courts, and ultimately the California Supreme Court, weigh in.

Complying with multiple paid-sick-leave laws isn’t easy for employers, particularly in California, where workers may be covered by state, local and industry-specific rules. Here’s how the patchwork of local laws affect California businesses.

A California appellate court ruled that a systems analyst terminated allegedly for poor performance following a disciplinary probation and suspension was entitled to a trial on her claim of disability discrimination, even though the employer demonstrated a legitimate business reason for the discharge.

California’s new ABC test for determining whether a worker is an employee or an independent contractor applies only to claims brought under wage orders. Therefore, employers can continue to rely on the more business-friendly Borello standard for other claims, a California appellate court ruled.

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)


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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…