State and federal employment officials and regulators often take pains to walk a very fine line when discussing the use of contracted-for labor by companies across the country.
Some workers in California and elsewhere across the country are legally entitled to receive overtime pay and related benefits when they cross an hours-worked threshold relevant to a particular pay period.
Truly, how complicated and dynamic is labor law?
AB 621 (Amnesty for Converting Independent Contractor Drayage Drivers to Employees)
Assembly Bill 1513 (Hourly Pay for Rest and Recovery Periods for Piece-Rate Workers)
A new decision came out today from the National Labor Relations Board (NLRB) that will definitely affect the use of temporary workers and may also affect the use of independent contractors by opening the door to their unionization. You can read the NLRB press release here (https://www.nlrb.gov/news-outreach/news-story/board-issues-decision-browning-ferris-industries). That release has a link to the actual 50 page decision in Browning-Ferris Industries of California, Inc., d/b/a BFI Newby Island Recyclery, 362 NLRB No. 186 (2015).
Paid sick leave is an important employee right for those who have met California's paid sick leave laws. Recently California amended its laws to establish minimum standards of paid time off.
Every couple of years, the topic of minimum wage is bound to come up in conversations, pitting workers against political figures who may disagree on whether raising the minimum wage is a good idea or not. 2014 was one such year, which also resulted in a public address from the president who urged Congress to consider passing legislation that would change the federal minimum wage from $7.25 to $10.10, potentially affecting some 28 million Americans in the process.