Can Employers Call Employees After Work Hours in California? Understanding California Labor and Employment Law When it comes to California labor and employment law, one
Section 704(b) of the Internal Revenue Code determines a partner’s distributive share of income, gain, loss, deduction, or credit based on their partnership interest unless the partnership agreement provides otherwise. The IRS regulations under section 704 establish rules for determining substantial economic effect, including maintaining partners’ capital accounts in accordance with specific rules. Compliance with these capital account maintenance rules provides a safe harbor for respecting partnership agreement allocations.
WHAT IS SEXUAL HARASSMENT? Sexual harassment can rear its ugly head from several perspectives, ranging from full-on rape to psychological workplace harassment. We have dealt
The relevant California Wage Orders mandate that employers must provide: A first 30-minute unpaid meal period beginning within five (5) hours from the start of
If an employer can capture the exact amount of time an employee has worked during a shift, the employer must pay for all time worked,
The Family Medical Leave Act (FMLA) entitles eligible employees to twelve (12) weeks of unpaid, job-protected leave for certain personal and family medical reasons. The
IS A FORMAL LEAVE REQUEST BY THE EMPLOYEE NECESSARY? The California Family Rights Act (CFRA) grants eligible employees the right to unpaid, job-protected leave for
California law requires periodic paid rest periods and meal breaks for non-exempt workers. Under California Industrial Welfare Commission (IWC) Wage Order 11090, employers must provide:
MISCLASSIFICATION UNDER THE ABC TEST In Dynamex Operations W. v. Superior Court, the California Supreme Court addressed the long-standing issue of whether a worker in