As the COVID pandemic rages on, employees required to work remotely since March 2020 will continue to do so for at least a foreseeable portion of 2021. While a burden for some, the pandemic has opened endless relocation possibilities for others, allowing some remote workers to visit and stay with family, work from a vacation
Wage & Hour: The Importance of Proper Work Week Designations
We are excited to introduce our video series – Wage & Hour Issues in the Workplace. In these videos, members of LCW’s Wage & Hour practice group will provide various tips that can be implemented in your workplace. We hope that you will find these clips informative and helpful!
Recent California Supreme Court Decision in the Independent Contractor Classification Saga Holds that Dynamex Applies Retroactively
On April 30, 2018, the California Supreme Court issued a landmark decision in the matter of Dynamex Operations West, Inc. v. Superior Court of Los Angeles (2018) 4 Cal.5th 903. The California Supreme Court reinterpreted and significantly altered the test for determining whether workers in California were properly classified as independent contractors for
The US Department of Labor Sets Forth New Guidance Regarding the Classification of Independent Contractors under the Fair Labor Standards Act
On January 7, 2021, the United States Department of Labor (DOL) published a final rule establishing new guidance on classifying individuals as independent contractors under the Fair Labor Standards Act (FLSA). The new guidance is set forth in Title 29 of the Code of Federal Regulations at Part 795.100 et seq. and is available online
LCW to Present Nine Workshops at the 2020 Annual CALPELRA Virtual Conference
We are pleased to present and sponsor the 2020 Annual CALPELRA Conference taking place virtually this week (November 16 – 20)! Don’t miss our nine scheduled conference presentations by our expert speakers. Topics include negotiating in difficult times, telecommuting issues, public safety disability accommodations, and much, much more.
November 16
10:15am – 11:00am || The
Coronavirus Aid, Relief, and Economic Security (“CARES”) Act Enacted into Law
On March 27, President Trump signed into law HR 748, the Coronavirus Aid, Relief, and Economic Security (“CARES”) Act, which provides for $2 trillion in relief assistance to businesses, non-profits, state and local governments, public agencies and special districts, public elementary and secondary schools, institutions of higher education, and individuals.
The Act includes numerous provisions
Update, March 26, 2020, 9:00am, Department of Labor Releases FFCRA Employee Rights Notice
On March 25, 2020, the Department of Labor (DOL) Wage and Hour Division released new content and guidance on its COVID-19 and the American Workplace website. Among the new content, is the notice of employees’ rights under the Families First Coronavirus Response Act (FFCRA) that, according to the FFCRA, employees must “post and keep posted,
Coronavirus/COVID-19 Weekly Update & Resources – March 23, 2020
Last week, we published several special bulletins covering COVID-19. Below are short summaries and links to the updates published since our last COVID-19 round up.
We will continue providing these special bulletins and updates as needed. Please visit https://www.lcwlegal.com/responding-to-COVID-19 for the most up-to-date bulletins.
Governor Newsom Amends Brown Act Changes in Subsequent Executive Order
Special Bulletin: Families First Coronavirus Response Act Enacted Into Law
On March 18, 2020, in response to the COVID-19 pandemic, and in an effort to reduce the impact of the virus on American families, the Senate passed the Families First Coronavirus Response Act (the Act) and President Trump signed the bill into law a few hours later. The law will go into effect within 15
DOL Proposes New Rule to Broaden Application of Fluctuating Workweek Method of Calculating Overtime
There are two ways an FLSA covered employer may pay a nonexempt employee a fixed salary: the employer may pay a salary for a specific number of hours each week or the employer may pay a salary for whatever number of hours are worked in the week. Payment of a fixed salary for fluctuating hours