We recently wrote about a new California state law that took effect on January 1 imposing new legal responsibilities on employers in certain immigration-related situations. To recap, the main provisions of the law require California employers to:
Duggan Law Corporation is proud to announce that Laura McHugh has joined the firm as a shareholder. Laura brings more than 22 years of experience defending and counseling employers of all sizes in labor and employment law matters.
California, along with the rest of America, is experiencing an explosion of awareness about sexual harassment in the workplace, as more people come forward to publicly report their own stories. Employers of all types and sizes in the state are understandably concerned about protecting their own employees and keeping their workplaces in compliance with state and federal laws against illegal discrimination and harassment.
Do your company's job applications ask applicants to check a box if they have previous criminal convictions? You may want to double-check before January 1, when California's new "ban the box" law goes into effect statewide.
How do you determine what to pay new hires? While some employers have set wages for certain positions, starting salaries are often negotiable. To gauge what salary applicants may be expecting, some employers include questions about past salaries on job applications. Starting January 1, this practice will be illegal in California.
At a time when it is easy to find personal information about most people online, it might seem like any question is fair game for a job application. However, while many aspects of job applications are left to the discretion of employers, there are also things California law prevents employers from asking applicants about.
We are proud to announce that four of the attorneys at Duggan Law Corporation were recently recognized for their achievements by Super Lawyers, a rating service of outstanding lawyers who have attained a high degree of peer recognition and professional achievement.
From minimum wage notices to no smoking signs, California employers must display a wide variety of information in a place where all employees can see it. The California Department of Industrial Relations regulates the type of information employers are required to post – including laws and regulations covering workplace health and safety, whistleblower protection, sick leave and much more – as well as the manner in which postings are displayed.
Last week, Gov. Jerry Brown signed the New Parent Leave Act into law, which expands California's parental leave law to include bonding time after the birth, adoption, or foster placement of a child for adoption for new parents. As many as 2.8 million employees may be affected by the new law, according to The Sacramento Bee. What does this mean for their employers?
Whether you're replacing a former employee, creating a new position or welcoming an employee back from a medical leave, writing a job description is an important part of the hiring process. Even if you are in a rush to fill a position, it is worth taking the time to make sure the job description is clear, accurate and comprehensive.