The National Labor Relations Board (NLRB) announced a renewed effort to limit liability for companies with workers that are not engaged specifically by the company. A new proposed rule would protect companies from lawsuits by persons hired by contractors or franchisees.
Companies are always looking for ways to improve how well their business runs, and ultimately their bottom line. Over the years, many people have touted the positive impact diversity can have on a company. Now, Gap Inc. is doubling down on their efforts to build through diversity.
Keeping track of employee time to ensure wages are properly paid as required by law can be tricky. A new California Supreme Court ruling just made the requirement that much more taxing for employers of all types.
In June 2018, Larson & Gaston's employment litigation lawyers, led by Victor Cosentino, defeated a certified, nationwide, federal class action in the Central District of California for alleged violations of the Fair Credit Report Act's (FCRA) authorization, disclosure and notice provisions, 15 U.S.C. § 1651b.
On April 30, 2018, the California Supreme Court upended the state's independent contractor market with its decision in Dynamex Operations West v. Superior Court. The Court's ruling changed the way the law will determine whether a worker is an employee or an independent contractor. The case discards the decades-old test of S. G. Borello & Sons, Inc. v. Department of Industrial Relations (Borello) and replaces it with a new "ABC Test."
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?