California Supreme Court Holds That Rest And Meal Period Premiums Must Be Calculated In The Same Manner As Overtime Payments

Written by Jeremy Mittman & Corey Singer On July 15, 2021, the California Supreme Court settled a longstanding question in Ferra v. Loews Hollywood Hotel, LLC, 2021 WL 2965438, about how an employer must calculate the extra hour of premium pay that California non-exempt employees are owed if a compliant meal or rest break is not provided.  In a significant reversal of prior court rulings, … Continue reading California Supreme Court Holds That Rest And Meal Period Premiums Must Be Calculated In The Same Manner As Overtime Payments

California Reopens – What Does That Mean?

Written by Susan Kohn Ross California has officially reopened today – June 15th. Nonetheless, there are some restrictions which remain in place. On June 14th, California posted guidance for various industries, see here. When it comes to office operations, those restrictions remain unchanged as the existing Cal-OSHA recommendations are not yet updated.   At the same time, Cal-OSHA has posted a new guidance – see here … Continue reading California Reopens – What Does That Mean?

Do You Operate a Los Angeles-Based Office? Work in One? Read This – Especially if your business is considered essential!

Written by Susan Kohn Ross and Thea Rogers As most everyone is by now aware, Los Angeles officials, both at the County and City level, have issued additional COVID-related restrictions on almost all industries, such that everyone living and/or working in L.A. is now operating in lockdown “Round 2” and is being told to basically – just stay home!  A question we have repeatedly received … Continue reading Do You Operate a Los Angeles-Based Office? Work in One? Read This – Especially if your business is considered essential!

Can We Or Can’t We – Operate, That Is!

Written by Susan Kohn Ross and Thea Rogers The State of California issued a new stay at home order on November 19, 2020, in advance of the Thanksgiving holiday and some degree of tumult has ensued.  This latest order supersedes the one we covered last week, which you can see here.  As much as 94% of the State is in the most restrictive or purple … Continue reading Can We Or Can’t We – Operate, That Is!

California Tightens COVID Restrictions

Written by Susan Kohn Ross California Governor Newsom and State public health officials announced significant changes to COVID restrictions, effective November 17, 2020, as the rise in virus-related illnesses and deaths skyrockets. Specifically, California employs a color-coded tier system with the severity of the virus outbreak dictating into which tier a county falls, affecting the extent to which businesses may operate. The color coding is … Continue reading California Tightens COVID Restrictions

Independent Contractor or Employee? With Recent Amendments to California’s AB 5 Law, The Battle Continues

Written by Jeremy Mittman and Adé Jackson  Earlier this month Governor Newsom signed AB 2257, which was the culmination of a furious lobbying effort by specific industries (only some of which were successful) to amend California’s new independent contractor law (also known as “AB 5”). It was also considered a “cleanup” bill to tinker around the edges of the law’s requirements.  Much of the controversy … Continue reading Independent Contractor or Employee? With Recent Amendments to California’s AB 5 Law, The Battle Continues

COVID Continuation: California Expands Supplemental Paid Sick Leave Coverage for Employers With Over 500 Employees

Written by Jeremy Mittman and Stephen Franz On September 9, 2020, Governor Gavin Newsom signed Assembly Bill (“AB”) 1867.  AB 1867 amends the Labor Code and requires, among other things, that private employers with 500 or more workers (i.e. those that are excluded from the Families First Coronavirus Response Act) provide COVID-19 supplemental paid sick leave beginning September 19, 2020.  The Purpose of AB 1867: … Continue reading COVID Continuation: California Expands Supplemental Paid Sick Leave Coverage for Employers With Over 500 Employees

MSK Minute: California Reopening Stalls Under New Order

On Monday, July 14, California Governor Gavin Newsom ordered a halt to all indoor activities & operations at certain businesses statewide, as cases of COVID-19/coronavirus surge here in the country’s most populated state. What does this new order mean for your business? In this video, MSK attorneys Su Ross and Travis Jeffries examine a number of the issues and questions that employers should consider while … Continue reading MSK Minute: California Reopening Stalls Under New Order

Workers Comp For COVID-19

Contracting COVID-19 Through Work Is Now Presumed Under California Workers Compensation

Written by Jeremy Mittman and Louise Truong 

On May 6, 2020, Governor Newsom issued Executive Order N-62-20, which provides that any COVID-19 related illness that an employee contracts between March 19, 2020 and July 5, 2020 shall be presumed to arise out of and in the course of employment for workers’ compensation purposes.  This presumption will only apply if all of the following conditions are met: Continue reading “Workers Comp For COVID-19”

Order Up!

California Provides Supplemental Paid Sick Leave For Food Sector Workers

Written by Jeremy Mittman and Stephen Franz

On April 16, 2020, Governor Gavin Newsom issued Executive Order N-51-20 (the ”Order”), which requires “hiring entities” with at least 500 employees in the United States to provide “food sector workers” with up to 80 hours of supplemental paid sick leave related to COVID-19.  The Order, effective April 16, 2020, is the second recent law in California providing paid sick leave to workers not covered by the federal Families First Coronavirus Response Act (“FFCRA”)(which requires employers with  fewer than  500 employees provide paid sick leave).  We previously reported on the Los Angeles emergency ordinance providing similar paid sick leave provisions for employees of larger employers not covered by the FFCRA.

Although the Order explicitly addresses “food sector workers”,  it is not necessarily limited to workers in the food industry.  The Order may apply to employers across all industries, if those employers have workers engaged in food services.  Consequently, all employers should carefully scrutinize the provisions of the Order to determine if they apply.  Here is what employers need to know about the Order: Continue reading “Order Up!”