Are you experiencing any challenges integrating recent changes into your employee handbook to keep up with recent substantial changes to federal and state employment laws? The past several months have brought substantial change for San Diego employers, and your employee handbook should have several critical revisions.
Arbitration Clauses Are Back!
We are very excited about the recent Supreme Court of the United States (SCOTUS) decision in the case of “Chamber of Commerce v. Bonta.” This important decision found that California’s AB-51 and other arbitration laws were preempted by the Federal Arbitration Act and basically cannot be enforced. All San Diego and Southern California employers can now require arbitration agreements as a condition of employment. Employers should undertake an immediate review of the employee handbook as well as associated policies and procedures. The Watkins Firm can help you to return these important protections while substantially reducing your exposure to litigation.
The Watkins Firm Can Help With Integrating Recent Changes Into Your Employee Handbook
Significant changes in multiple federal, state and local laws have brought changes to everything from the way you used to report to FEHA (now the California Civil Rights Department or CRD), to the Private Attorneys General Act or PAGA to California’s Fair Pay Act, Family Medical Leave Act or FMLA, Americans with Disabilities Act or ADA, and wage and hour laws.
There has been a sharp increase in several employee related lawsuits throughout the San Diego area, and the experienced employer defense attorneys at the Watkins Firm are leading efforts to help our clients and area business owners to keep up.
For example, do you need help integrating recent changes into your employee handbook to keep up with recent changes it should already include, such as:
- Clear rules on overtime procedures, approvals and off-the-clock (evening and weekend) work policies
- Protections against PAGA
- Updates to FMLA policies including new rights for a “designated person.”
- Mandatory bereavement leave
- Have you thought to prohibit working as an independent contractor or taking side work while on FMLA leave?
- Updated ADA “reasonable accommodations” policies to include EEOC’s recent changes on accommodations for pregnant workers
- Have you reviewed the Department of Labor’s rules on nursing mothers and accommodated those changes internally?
- Changed policies (and associated management practices and guidelines) associated with an employees right to have discussions with other employees about earnings and benefits?
- Changed how you round up wages?
- Modified how you post positions to include appropriate information and pay ranges?
- Revised “at-will” employment statements to prevent National Labor Relations Act (NLRA)lawsuits based upon a recent ruling by the National Labor Relations Board (NLRB)
- Updated anti-discrimination statements to include sexual orientation and transgender issues based upon recent EEOC guidelines?
Guiding San Diego and Southern California Through Changing Times
The Watkins Firm has more than 40 years of experience guiding San Diego and Southern California employers through changing times and integrating recent changes into your employee handbook. What are your strategies to reduce or eliminate unpaid overtime lawsuits, wage and hour litigation, PAGA lawsuits and other employee-related disputes? The attorneys at the Watkins Firm keep our clients up to date on the latest changes to federal, state and local employment laws, protecting our clients interests and increasing the quality of employment relations and productivity. We invite you to review our Podcast Episode 27 – Changes in CA and Federal Law for Employers, the strong recommendations of our clients and contact the Watkins Firm or call 858-535-1511 for a complimentary consultation today.