Employment Law Blog

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

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

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.