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Publications
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03.29.2024Los Angeles County Adopts New Background Check Requirements for EmployersUpdatesLos Angeles County adopted a new Fair Chance Ordinance for Employers on February 27, 2024, which supplements California’s 2018 Fair Chance Act (located in California Government Code Section 12952 et. seq.). The Ordinance’s stated purpose is to “provide equitable protections for individuals with criminal history seeking opportunities for gainful employment in the unincorporated areas of Los Angeles County” by restricting employers’ use of criminal background checks. The Ordinance goes into effect September 3, 2024.
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2021Frequently Asked Employment Questions Regarding COVID-19Lawyer Publications
View Perkins Coie’s archived frequently asked employment questions regarding COVID-19. These FAQs have not been updated to address OSHA’s emergency temporary standards regarding COVID-19 vaccination mandates announced on November 4, 2021.
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12.03.2020California Employers Must Provide Sexual Harassment Training to Employees By January 1, 2021UpdatesPrior to January 1, 2021, all employers with five or more employees in California must provide one hour of sexual harassment and abusive conduct prevention training to nonsupervisory employees and two hours of sexual harassment and abusive conduct prevention training to any supervisors and managers once every two years.
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05.06.2020City of Los Angeles COVID-19 Right of Recall Ordinance AdoptedUpdatesThe COVID-19 Right of Recall Ordinance requires that airport, hotel, event center, and commercial property employers offer a laid off worker, in writing, any position which is or becomes available after the effective date of the ordinance (listed as June 14, 2020) for which the laid off worker is qualified.
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05.06.2020City of Los Angeles COVID-19 Worker Retention Ordinance AdoptedUpdatesThe COVID-19 Worker Retention Ordinance applies to airport, hotel, event center, and commercial property businesses and works in tandem with the COVID-19 Right of Recall Ordinance.
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Updated 05.07.2020COVID-19 Supplemental Paid Sick Leave Mandated for Employees Working in Unincorporated Areas in Los Angeles County for Employees of Employers With 500 or More Employees NationallyUpdatesLos Angeles County enacted the COVID-19 Worker Protection Ordinance on April 28, 2020.
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04.09.2020 (Updated 04.16.2020)City of Los Angeles Issues Worker Protection OrderUpdatesLos Angeles Mayor Eric Garcetti issued a Worker Protection Order on April 7, 2020, which can be found here.
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04.14.2020, Updated 5.27.2020Los Angeles Modifies COVID-19 Supplemental Paid Leave OrdinanceUpdatesLos Angeles Mayor Eric Garcetti has modified the previously passed COVID-19 Supplemental Paid Sick Leave Ordinance by issuing a public order under City of Los Angeles Emergency Authority.
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04.09.2020 (Updated 04.14.2020)Los Angeles Enacts A Supplemental Paid Sick Leave Ordinance in Response to COVID-19UpdatesThe City of Los Angeles recently enacted a new ordinance called the COVID-19 Supplemental Paid Sick Leave Ordinance that applies to employers with 500 or more employees nationally.
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11.05.2019California Employment Law Legislative Update 2020UpdatesWith the California legislative year now closed, we know which proposals became reality and offer insight into their likely impact on California employers in the coming year.
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08.03.2018California’s High Court Rejects FLSA’s De Minimis DoctrineUpdatesThe California Supreme Court issued an opinion on July 26, 2018, and found that the federal Fair Labor Standards Act’s de minimis doctrine does not apply to claims for unpaid wages under the California Labor Code.
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11.13.2017California Law Restricts Employer’s Consideration of Job Applicants’ Criminal HistoryUpdatesEffective January 1, 2018, California employers with five or more employees are prohibited from asking about a prospective employee’s criminal conviction history until a conditional job offer has been made.
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11.10.2017California Law Mandates Parental Leave for Small Businesses With 20+ EmployeesUpdatesGovernor Jerry Brown signed S.B. 63 last month, which makes CFRA applicable to businesses with 20+ employees.
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11.09.2017California Law Limits Employer’s Salary and Benefits History Inquiries to Job ApplicantsUpdatesGovernor Jerry Brown signed A.B. 168 last month, which prohibits employers from asking job applicants for salary history information.
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04.29.2016Fending Off Litigation With New Calif. Piece Rate LawArticles
Law360
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01.30.201413 Changes to California Law in 2014: What Employers Need to KnowUpdatesEvery new year brings employment law changes for California’s employers and, while the Affordable Care Act has taken the spotlight for 2014, a vast array of employment laws deserve special attention from California employers for 2014. We have attempted to briefly summarize these laws in this Employment Law Alert.
Presentations
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05.25.2021Industry Hot Topics RoundtableSpeaking EngagementsMortgage Bankers Association
Legal Issues and Regulatory Compliance / Virtual Conference
Wage & Hour Developments
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Coronel v. Pinnacle Agriculture Distribution, Inc.
The California Supreme Court denied review of an appellate court judgment in favor of Simplot in a case called Coronel v. Pinnacle Agriculture Distribution, Inc. (Coronel). The California Fourth District Court of Appeal held, in an unpublished opinion, that a judgment in a prior class action alleging unpaid wages and inaccurate pay records barred a subsequent...
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Employee Asserts Claims of Uncompensated COVID-19 Screening Practice
On October 18, 2021, Plaintiff Ysa Santana Reynoso (Reynoso), a former employee of pork processor Hatfield Quality Meats, Inc. (Hatfield), filed a class action lawsuit before a state court in Pennsylvania against Hatfield seeking unpaid wages under the Pennsylvania Minimum Wage Act (PMWA) for time spent undergoing mandatory COVID-19 screenings. Reynoso’s complaint alleges COVID-19 had...
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Illinois Nears 150% Increase to Wage and Hour Penalty
On May 25, 2021, the Illinois General Assembly approved an amendment to the Illinois Wage Payment and Collection Act (the Act). If approved by Governor J.B. Pritzker, the change would require employers who violate the Act to pay damages of 5% of the amount of any underpayment of wages, compensation, or wage supplements for each...
