Employees who alleged they remained in their jobs after the employer made oral promises of a bonus upon completion of the sale of the company, which bonus was never paid, had adequately pled claims for promissory fraud (concealment), breach of contract and promissory estoppel, the California Court of Appeal ruled, reversing dismissal of those causes of action.
As common issues predominated regarding whether the employer had a policy of denying compensation for certain pre-shift work in violation of California’s wage and hour laws, denial of class certification was not appropriate, the California Court of Appeal ruled, reversing the lower court.
Employers with operations in California should ensure their policies and practices are in compliance with the state’s new employment laws going into effect on Jan. 1, 2014. The new laws will affect the day-to-day operations of many businesses.
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