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.
The legislation referenced above in today's blog headline is formally entitled the Fair Pay and Safe Workplaces Executive Order.
While most people would like to think that they have the ability to remain at a job as long as they like and leave whenever something better comes along, this is actually not the reality for many. Though some people have agreements with their employer that provide them some protections from termination, the presumption is that employment is "at-will."
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.
Employers in California and elsewhere obviously have to pay attention to many things.
Truly, how complicated and dynamic is labor law?
AB 621 (Amnesty for Converting Independent Contractor Drayage Drivers to Employees)
Senate Bill 588 (Labor Commissioner's Enforcement of Judgments)
Assembly Bill 1513 (Hourly Pay for Rest and Recovery Periods for Piece-Rate Workers)