Month: April 2019
Ward v. Tilly’s, Inc.
Court of Appeal of California, Second Appellate District, Division Three
February 4, 2019, Opinion Filed
Case No B280151
31 Cal. App. 5th 1167 *; 243 Cal. Rptr. 3d 461 **; 2019 Cal. App. LEXIS 95 ***; 2019 WL 421743
HN7 Overtime & Work Periods
Industrial Welfare Commission Wage Order No. 7-2001 (Cal. Code Regs., tit. 8, § 11070) requires reporting time pay if an employee is required to report for work and does report, but is not put to work or is furnished less than half said employee’s usual or scheduled day’s work. § 11070, subd. 5(A). In other words, an employee is owed reporting time pay only if upon reporting for work, she is denied the opportunity to work.
Business & Corporate Compliance > … > Wage & Hour Laws > Scope & Definitions > Overtime & Work Periods
HN8 Overtime & Work Periods
Employers do not trigger reporting time pay requirements merely by expecting employees to apprise themselves of their schedules. It goes without saying that an employee cannot arrive at work on time without knowing when his or her shift begins.
California law requires two (2) hours of sexual harassment prevention training for all supervisors and one (1) hour of training for non-supervisory employees to be completed before January 1, 2020. Training is required within six (6) months of hire or promotion every two (2) years. Any supervisor or non-supervisor who took the training prior to 2019, will have to retake the training before January 1, 2020 to comply with the SB 1343 requirements. Contact our office to schedule training sessions for your staff. (310) 556-3800 or email us at firstname.lastname@example.org.
Filed Under: Labor & Employment