When it comes to starting a new business, there are many important decisions that need to be made. From creating a business plan to securing funding, the process can be overwhelming. One aspect that often gets overlooked in the excitement of starting a new venture is the legal side of
California constantly keeps employers on their toes by making frequent changes to the employment laws. 2022 is no exception. This is a roundup of all top developments that employers in California should know. Attorneys at SBEMP (Slovak, Baron, Empey, Murphy & Pinkney) law firm provides professional legal advice and services
Debtors with regular income may use Chapter 13 bankruptcy for coping with their overwhelming debts. This is also called the Wage Earner’s Bankruptcy and allows debtors with enough money to repay a part or all of their debts. Individuals prefer this as an alternative to liquidation. This is bankruptcy for
The Greater Coachella Valley Chamber of Commerce (GCVCC) and Ryan Quadrel, Associate Attorney with SBEMP hosted a webinar on NEW employment law updates effective January 1, 2022. This one-hour webinar was packed with content that every business owner must know in order to be compliant with NEW Federal and California
Labor Law Labor laws refer to regulations that control the relationship between employers and employees when employees organize into a union. These laws control whether employees can join together to negotiate the terms of employment collectively. Laws that allow collective bargaining establish the obligations and rights of the employer and
In a rare wage and hour victory for employers, the California Court of Appeal, in AHMC Healthcare, Inc. v. Superior Court (2018), 24 Cal.App.5th 1014, held that an employer’s timekeeping system, which automatically rounds employees’ time entries to the nearest quarter hour, did not violate California’s laws requiring employers to pay employees for
Employment Law Employment law refers to a collection of laws and regulations that control the relationship between employers and employees. Employment laws stipulate when an employer can hire employees as well as when the employees can work. The law encompasses what an employer must pay their employee as remuneration. These
Do you have to pay an employee for answering an after-hours work related call that only lasted a few minutes? The Industrial Welfare Commission Orders, Section 2, describes “hours worked” as time during which an employee is subject to the control of an employer, and includes all the time the
This question was recently posed to Vee Sotelo regarding employees that called out the day before or after a paid holiday (day off): Our company has a policy that requires employees to be at work the day before and after a company-observed holiday in order to be paid for that