Labor & Employment Law
Showing 19 - 24 of 671 results.
California Wage and Hour Claims: What Employees Can Recover
California wage and hour claims may recover unpaid wages, break premiums, and additional amounts when legal requirements are met.Your duties, hours, pay structure, and records determine which remedies apply. This article addresses California state law and the federal Fair Labor Standards Act (FLSA). Unpaid compensation, additional damages, and PAGA civil penalties follow different rules, so a reported settlement cannot predict what your claim is worth.
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New York Retail Worker Safety Act and 2027 Compliance
New York Retail Worker Safety Act requires covered employers to maintain a violence prevention policy and provide interactive training.New York Labor Law § 27-e applies to employers with at least 10 retail employees working at retail stores in the state. Training frequency changes at 50 employees, while employers with 500 or more employees statewide must provide access to a silent response button beginning January 1, 2027.
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New York Personnel File Law: Access Rights and Deadlines
New York personnel file law takes effect November 8, 2026, setting employee access rights and employer response deadlines. Under Labor Law §210-b, current and former employees will be able to request free copies of their personnel records. Employers must respond within five business days and notify employees within 10 days when qualifying negative information enters the record. The rules address access, disputed entries, and record retention, with separate obligations for each.
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California Stay-or-Pay Law: When Repayment Agreements Apply
California stay-or-pay law restricts repayment terms in contracts entered into on or after January 1, 2027, subject to exceptions. AB 1697 changed the earlier 2026 application date. Whether a worker must repay a bonus, tuition, or other payment depends on the agreement’s date, payment type, exception requirements, and reason for leaving. Earlier agreements still require review under other applicable laws, and a repayment obligation does not automatically authorize a final-paycheck deduction.
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Holiday Pay in New York and When It Becomes Legally Owed
Holiday pay in New York generally depends on employer policies or agreements because state law does not mandate paid holidays for private employees.Private employers generally have no statutory duty to provide premium pay or paid time off solely because a day is a holiday. Holiday pay rights may instead arise from an agreement, policy, collective bargaining agreement, or established practice. Once earned under applicable terms, withheld holiday pay may support remedies under New York wage law.
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Holiday Pay in California: Law and Overtime Rules
Holiday pay in California is generally not required for private employees simply because they work on or take off a holiday. California does not generally require private employers to provide paid holidays or premium wages solely because a day is a holiday. Holiday pay may instead arise from an employer policy or practice, collective bargaining agreement, or employment agreement. When non-exempt employees work on a holiday, statutory overtime rules generally apply based on hours worked during the workday or workweek.
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