TOP 10 EMPLOYMENT LAW DEVELOPMENTS OF 2018: NO. 4 – CA APPELLATE COURT LIMITS SCOPE OF DERIVATIVE WAGE STATEMENT LIABILITY California class action plaintiffs alleging various wage and hour claims often tack on a derivative wage statement claim under Labor Code section 226. The theory behind a derivative wage statement claim is that if an…

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Recent years have seen rising movements aimed towards closing the gender wage gap.  In fact, you may notice employees wearing red today for national #EqualPayDay.  On April 9, 2018, in Rizo v. Yovino, the Ninth Circuit added to the national discourse by expanding the Equal Pay Act’s protections in one key aspect – excluding salary…

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We recently blogged about the U.S. Department of Labor’s dramatic increase in the salary threshold for exempt employees.  The federal changes put California in the unusual position of having (at least as to one corner of the wage and hour universe) less favorable standards than federal law.  But have no fear—California has recently raised its…

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Ferry Lopez Addresses the “Kill Switch” law in the Daily Journal. See the entire article below. Will California’s “Kill Switch” Law Kill An Employer’s Ability To Protect Sensitive Company Information? Ferry Eden Lopez In this digital age, smartphone technology has become essential and ubiquitous to business operations. But the surging popularity of smartphones is blurring…

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Number 20:  Bipartisan Gridlock Prevents Sexual Orientation From Becoming A Protected Class  The Employment Non-Discrimination Act (ENDA), if passed, would become the first federal legislation that prohibits employers from discriminating against individuals based on their actual or perceived sexual orientation and/or gender identity.  Several states, including California, have already passed similar legislation.  The California legislature amended…

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Category: EEO,