Jaenene Maldonado

2015 New California Employment Laws The following is a synopsis of some of the changes that could impact employers doing business in California. This list is NOT all inclusive. The actual codes or laws are listed for more detailed information. Most of the regulations listed below go into effect January 1, 2015 however some don’t go into effect until July 1, 2015 but are noted accordingly. AB 1522 –NEW PAID SICK LEAVE (EFFECTIVE JULY 1, 2015) This bill mandates that…

Dear Client, Most of you are probably already aware that minimum wage is increasing to $10.00 per hour effective January 1, 2016. This means that any employee that is considered non-exempt (paid hourly) that is being paid below that now MUST be raised to $10.00 NO LATER than 1/1/2016 (regardless of the payday). For example: if employee works December 30th, 31st and January 1st and their current wage is $9.50 they could be paid $9.50 for any hours worked on…

This newsletter that was previously sent out was updated as of 12/30/2014 to reflect the most recent information about this new law. Keep in mind, this bill doesn’t go into effect until July 1, 2015 and while no changes are expected in the actual regulation, there is expected to have some clarifications made prior to July by the California Department of Labor Standards Enforcement (DLSE) otherwise known as the Labor Commissioner in the form of an opinion letter. The New…

This newsletter that was previously sent out was updated as of 12/30/2014 to reflect the most recent information about this new law. Keep in mind, this bill doesn’t go into effect until July 1, 2015 and while no changes are expected in the actual regulation, there is expected to have some clarifications made prior to July by the California Department of Labor Standards Enforcement (DLSE) otherwise known as the Labor Commissioner in the form of an opinion letter. The New…

This case is a reason all employers regardless of employee size should comply with the Form I-9 requirements and ensure it is filled out properly. The Ninth Circuit Court of Appeals upheld $172,000 in fines against an employer who failed to correctly complete the Form I-9.3 Compliance with Form I-9 requirements is an essential business practice. As the ruling in this case demonstrates, employers cannot take complying with Form I-9 requirements lightly. Ketchikan Drywall Services (KDS), a drywall installation service…