Employment & Labor

This blog post was authored by LCW Attorney Megan Lewis
Nearly all California employers are impacted by, and should be familiar with, the provisions of the California Family Rights Act (“CFRA”) and the Fair Employment and Housing Act (“FEHA”).  There are currently bills working their way through the Legislature that would modify these key statutes.
AB 1949: Modifying CFRA

As of Friday, July 1, non-hotel employers with full-time employees in West Hollywood must provide up to 96 hours of compensated time off (“CTO”) each year.  (Part-time West Hollywood employees must receive a prorated number of CTO hours based on their hours worked.)  These requirements already went into effect for hotel employers on January 1, 2022.
The CTO may be

In Grande v. Eisenhower Medical Center, FlexCare, LLC (“FlexCare”), a temporary staffing agency, assigned Plaintiff to work as a nurse at Eisenhower Medical Center (“Eisenhower”). The plaintiff alleged that during her employment at Eisenhower, FlexCare and Eisenhower failed to ensure she received the required meal and rest periods, wages for certain periods she worked, and overtime wages. She then filed

On June 29, 2022, the Los Angeles City Council approved a new minimum wage ordinance for certain healthcare workers at privately-owned healthcare facilities within the City of Los Angeles. The mayor is anticipated to sign the ordinance, which will become effective 30 days after his signature.
Minimum Wage
On the effective date of the ordinance, the minimum wage for covered

Authors: Alysha Stein-Manes and Nathan J. Price
You’ve probably heard the term “Skelly” meeting or conference hundreds, if not thousands of times, but what does “Skelly” really mean?  Even if you think you know, a refresher can’t hurt, right?!
Most California public employees have what is known as a constitutionally protected “property” interest in continued employment, once and if they

On June 8, 2022, the California Department of Public Health (“CDPH”) adopted new definitions for two terms that are critical to determining how employers must respond to COVID-19 cases in the workplace: “close contact” and “infectious period.”[1]
The updated definitions will affect employer obligations under both CDPH health orders that use such terms and the Cal/OSHA COVID-19 Emergency Temporary