Employment Law Articles

California Labor Codes 1198.5 and 432 let employees access personnel records and copies of signed employment documents. Deadlines apply, and noncompliance can trigger a $750 penalty, legal fees, or court orders compelling employer compliance.

California overtime exemptions in 2025 cover specific job types, salary thresholds, and professions excluded from wage and hour rules. Misclassification can deny workers overtime pay, rest breaks, and legal rights, leading to wage claims or class action lawsuits.

California overtime and double time: eligibility thresholds, pay rates, and seventh-day rules for non-exempt employees under state law. Covers exemptions, alternate workweeks, union agreements, unauthorized overtime, and options to recover unpaid wages via claims or lawsuits.

California meal break penalty laws can trigger costly fines when breaks are missed, shortened, or improperly managed. Stay compliant to avoid lawsuits, premium pay liabilities, and workplace disputes across healthcare, trucking, construction, and field teams.

California Labor Code Section 512 sets strict rules for meal breaks, waivers, and penalties when employers fail to comply. Workers gain protection through required uninterrupted breaks, premium pay for violations, and special rules for certain industries and union agreements.

California Labor Code 2810.5 requires employers to give new hires written notice of pay, payday, sick leave, and employer details. Coverage includes exemptions, H-2A Spanish notice rules, seven-day update duties, and court cases shaping compliance for California workplaces.

Employees in California can refuse to sign a write-up, but the decision may impact workplace records and future disputes. Know your rights, potential risks, and safer alternatives to protect yourself when handling disciplinary notices at work.

California’s Investigative Consumer Reporting Act (ICRAA) sets strict background check rules, detailing employer duties and broader protections for job applicants. Covers common violations, penalties, and consent disclosure requirements to avoid liability and keep hiring practices compliant with California law.

Employee file retention rules differ by record type and federal law, with some documents requiring storage for years. This guide explains which employee files HR must maintain, how long to keep them, and how compliance reduces risk.

California State Holidays 2025 covers federal and California-only days off affecting work schedules, business planning, and employee benefits. Details on paid and unpaid holidays for public workers, private employees, and businesses across California.

California separation agreements cover employee rights, severance pay, and post-termination limits, clarifying lawful waivers, negotiation paths, and invalid non-compete restrictions. Seek legal counsel to negotiate terms, secure wages and benefits, preserve unemployment eligibility, and avoid clauses that overreach California law.

California’s AB 2188 and SB 700 shift workplace drug testing from past cannabis use detection to active impairment screening. Employers must adopt compliant testing methods that protect employee rights while ensuring workplace safety under the new laws.

Severance agreements in business sales require precise revocation period rules to protect both employer and employee rights across jurisdictions. This guide outlines legal considerations, state-specific requirements, and key terms that help keep severance contracts valid and enforceable.

California vacation law 2025 updates paid time off, family leave, and sick leave rules for stronger employee protections. Employers must comply with new state policies on accrual, job safety, wage coverage, and leave caps without unfair restrictions.

A 15-year-old in California may only work limited hours per week due to labor laws and school-day restrictions. Permits, wage rules, and work-hour caps help teens avoid violations while meeting legal employment and education standards.

Employers in California must follow strict hiring rules when considering applicants with criminal histories under the Fair Chance Act. The law limits background checks before offers and requires case-by-case reviews before withdrawing conditional employment offers.

California employers must act on 2025’s significant HR law updates, from minimum wage hikes to expanded workplace protections. Update policies, train staff, and review compliance steps to prevent penalties and legal issues this year.