A California Court of Appeal recently decided that, under certain circumstances, if an employer requires an employee to call in before their shift to see if they are needed, the employee may be considered as having "reported to work," and entitled to reporting time pay even if they never actually show up in person for their shift. read more

Since 2006, California has required employers who receive services from 50 or more persons to provide anti-harassment training to their supervisors. The new law expands the training obligation to employers with five or more employees, however, and requires that training be provided to all employees, not only managers and supervisors. read more

Many employers use payroll systems that automatically round a non-exempt employee's time card up or down to the nearest five minute interval, tenth of an hour, or quarter hour. read more

In Troester v. Starbucks, the California Supreme Court rejected the application of the de minimis defense to work performed by Starbucks' hourly employees who were required to close out the store after having clocked out. read more

Most California employers know that the California Labor Code and the Wage Orders generally require an employer to provide certain meal periods and rest breaks to non-exempt employees during their work day and that failure to do so results in a penalty equal to an additional one hour of pay for each violation. read more