Human Resources


The Department of Labor is increasing its audit to ensure employers are not misclassifying employees exempt. In addition, they are changing the rules to make more positions classified as non-exempt. Employers should audit their employee classifications to ensure they do not have misclassified employees. Conducting job analysis on for all positions is the best way… Read more »


Employers need to audit there wage and hour practices to ensure that they are not making mistakes that would cause them to violate Employment Law. MISCLASSIFYING NON-EXEMPT EMPLOYEES AS EXEMPT FROM FSLA. Lucrative attorneys’ fees continue to motivate lawyers to file individual and class actions on behalf of improperly classified employees. Two tests to qualify… Read more »

Minimum Wages goes up!

2016 Employees earn more  Minimum Wage—Effective Jan. 1, 2016, is raised to $10.00 per hour in California. To be exempt from FSLA employees must be paid a weekly salary that is two times more than minimum wage. Example: The minimum wage is $10.00 and the weekly salary must be $20.00 or more. Salary of $800.00… Read more »

Waiting Time Penalties

Labor Code Section 203 makes a California employer liable if it has willfully failed to timely pay final earned wages to an employee whose employment has terminated. The offending employer must pay an amount equal to the employee’s daily wages from the due date until the date of payment, up to a maximum of 30 days…. Read more »

Minimum Wage Change 2016

The $10 state-wide minimum wage that hits us on January 1, 2016, will complicate things even more than the last increase. The obvious employer takeaway from the new minimum wage hike is that now it’s time to pay more: Pay more hourly wages. As in 2014, the increase in minimum wage will increase what employers must… Read more »

Posted on December 5, 2015 by Rick Rossignol

The City of Sacramento Votes to Increase the Minimum Wage

The wage will go to $10.50 by 2017; $11 by 2018; $11.75 by 2019; and $12.50 by 2020. Small businesses (with 100 employees or less) will be on a different schedule, working from a timeline that is a year behind larger establishments. By offering health benefits, employers will be able to get a $2 credit,… Read more »

Posted on November 7, 2015 by Rick Rossignol

Disability Accommodation

Employers must make reasonable accommodations for employees’ and applicants’ known physical or mental disabilities unless they can show that these accommodations would cause undue hardship. Effective Jan. 1, 2016, employers cannot retaliate or otherwise discriminate against employees and applicants for requesting reasonable accommodations, regardless of whether their request is granted. Reasonable accommodations are work modifications… Read more »

Posted on November 1, 2015 by Rick Rossignol

Employment Law Changes 2016

Health Benefit Mandates—Effective Jan. 1, 2016, large group health care service plan contracts must provide a minimum value of at least 60 percent. Effective for insured group health plans offered, amended or renewed on or after Jan. 1, 2017, and until Jan. 1, 2020, coverage for prescription drugs is revised. In addition, provisions related to prescription drug formularies,… Read more »

Posted on October 22, 2015 by Rick Rossignol