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Expanded Paid Family Leave Benefits in California

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Under the Family Medical Leave Act, eligible employees are entitled to take time off for due to a “qualifying exigency” arising from the deployment of the employee’s spouse, parent, or child for active military duty to a foreign country. The “qualifying exigencies” are such attendance at military events, making childcare arrangements arising from a military member’s covered active duty, making or updated financial and legal arrangements to attend a military member’s absence on covered active duty, and accompanying the military member during a rest and recuperation leave during deployment. Currently employees who wish to receive pay during leave for a qualifying exigency would need to use their own accrued vacation or paid time off hours. However, beginning January 1, 2021, an employee can apply for wage replacement benefits from the State of California Paid Family Leave insurance program during such a leave. Employees may be required to provide a copy of any active duty orders or oth
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Delay Penalty for Non-Paid Wages in California

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If the employer does not willingly pay the wages, the Labor Relations Commission may charge the employer a waiting time penalty for the amount equivalent to 30 days of the employee wage in accordance with Article 203 of the California Labor Law. have. It applies only to intentional cases where the employer was aware of the payment was due or has been able to pay the last wage to employee.  The 30-day period mentioned here does not matter whether the employee actually works or not, and includes weekends and holidays. This provision of waiting time penalty apply to full-time, part-time, temporary, and even probation personnel.  If the employer pays the full payment before the 30th day after the end of the employment relationship, the late payment of the day rate of pay will occur. When calculating the daily wage, it is calculated considering the regular overtime allowance. Salary workers who work five days a week usually work 21.6 days a month. However, due to the fact that delinquent pe
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Public Companies in California Will Need At least One Female Director

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With the introduction of the SB 826 regulation in California, all public companies, including headquarters in California and foreign corporations that are listed on the market, must have at least one female director at their board of directors by 31 December 2019. At the same time, by December 31, 2021, the number of female directors should be increased from two or more in the case of five members and three or more in the case of members with six or more board members.
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Things that Business Owners should know about California Consumer Privacy Act

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Beginning January 1, 2020, a new Consumer Privacy Act will be implemented in California. The California Privacy Act is a very comprehensive privacy protection measure similar to the General Data Protection Regulation (GDPR) implemented in the European Union in May 2018. This is because consumers' rights on their personal information will be more protected, while businesses will be limited in using consumers' personal information to a certain degree. GDPR is a privacy protection law based on the principles of privacy by design and privacy by default.  If a company sells a new product or service, it is required to consider the protection of personal information from the design stage and to collect and store only the personal information necessary to provide the service. The California Privacy Act is similar. They have the right to ask consumers to remove personal information or not to share information. By collecting personal information by default and opting out of the consume
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[California] ¿Quién está exento de pagar los beneficios por horas extra?

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La mayoría de los empleados tienen derecho a recibir un subsidio compensatorio por trabajo de horas extra. Por ley, todos los empleados se consideran empleados no exentos que tienen derecho a pago por horas extra. Sin embargo, hay ocho tipos de empleados que están exentos del pago de horas extras. Si visita el sitio del Departamento de Industria de California, encontrará más información sobre trabajos exentos. https://www.dir.ca.gov/dlse/faq_overtimeexemptions.htm   Por lo general, los trabajadores que están exentos de la asignación por horas extras son ejecutivos y profesionales, y no están obligados a pagar horas extras. Además, algunos artistas y personal de ventas pueden ser separados como empleados exentos. No hay necesidad de comidas y descansos. No hay obligación de registro de tarjeta de tiempo. Para que el personal ejecutivo y directivo esté exento del sobrepago, se deben cumplir los siguientes requisitos: Primero, las funciones y responsabilidades del trabajador deben es
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¿Es válido el Acuerdo de No-Competencia Firmado por el Empleado?

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Firmar un contrato con ingenieros y trabajadores técnicos que incluye un contrato de no competencia que prohíbe el empleo en competidores o prohíbe el desempeño de operaciones competitivas al salir de la empresa. En muchos casos, estas clausulas prohibe a uno directa o indirectamente,  trabajar para la otra empresa competidora despues de dejarse de trabajar por una empresa. Si bien puede verse como un medio para prevenir el riesgo de fugas de secretos comercials, la prohibición de la competencia puede parecer restringir excesivamente la libertad de elección de los trabajadores y los derechos laborales, o restringir la libre competencia.   También hay una pregunta sobre cómo establecer los criterios para calcular un período razonable o el alcance regional de la prohibición de la competencia. Es tamibien difícil juzgar si una nueva empresa es competitiva o no.   En el caso de los Estados Unidos, los contratos sin "consideración", bajo los principios básicos de la ley de con
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[California] What is an exempt employee?

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Employees have the right to receive a compensation for overtime work. By law, all employees are considered non-exempt employees who are entitled to overtime pay. However, there are eight types of employees who are exempted from overtime pay. If you visit the California Department of Industrial Relations website, you will find more information about exempted jobs. Typically, workers who are exempted from overtime allowance are executives and professionals, and employers are not obligated to pay overtime to them. In addition, some artists and sales person can be considered as exempt employees. There is no need to provide meals and breaks nor time card recording obligation for exempt employees. In order to executive and managerial personnel to be exempt from the overtime pay, the following requirements must be met: First, the roles and responsibilities of the worker must be related to the management of the enterprise and should be employed to assign high-level positions, usually known
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