Another attack on Rent Ordinance Registration Requirement--This Time In San Jose

I must start with repeating an old joke. As a train arrived to the station, a passenger asked a conductor: "will this train take me to the Main Street?"  "No," replied the conductor, "of course not, we don't even have the tracks laid in that direction." Another eager passenger standing behind the first one then asks, "would this train take me there?"

This anecdote came up when I've read the news yesterday, announcing that the San Jose landlords seek court's help in preventing the San Jose's rent ordinance new requirement for landlords to register with the board and provide specific information on each rent-controlled tenancy. We wish these landlords luck, wholeheartedly, and check on where all prior trains took landlords on this argument.

New rest period policies in California

On December 22, 2016, California Supreme Court in Augustus v. ABM Security Services (Case S224853)  has reversed the prior decision made by the appellate court [233 Cal.App.4th 1065 (2014) as modified 1/29/15], and pretty much established new rules applicable to the rest period policies.

Everybody is Client-Employer And There Is No Exemption. This And Other New Developments in Labor for 2015

If you thought our existing labor laws in 2014 were tough as it can be, you might now change your opinion, because it ain't going any easier for an employer. Below is the summary of some most important changes the year 2015 brought in, mainly the scary new "client-employer" rule. Observers typically point that some clients are exempt, but I am confident to say to the contrary. Unless you are a governmental entity, no one is exempt. Sorry.

Employment Posters

2015 is coming up, and it is this time of the year, when we think of upgrading employment posters.

Employer's Bond To Appeal Labor Commissioner's Decisions - Mandatory or Not?

Not everyone works a 4-hour workweek, but all those who work some finite periods of time may wonder, when does the time worked starts counting toward the overtime. In California, a straightforward response would be, after 8 hours per day or after 40 hours per week. But not everything is straightforward, and the overtime may come sooner just as well as it may come later in the workday or workweek. In other words, "it depends."

When Overtime May Be Due Over A Shorter (Longer) Time?

Not everyone works a 4-hour workweek, but all those who work some finite periods of time may wonder, when does the time worked starts counting toward the overtime. In California, a straightforward response would be, after 8 hours per day or after 40 hours per week. But not everything is straightforward, and the overtime may come sooner just as well as it may come later in the workday or workweek. In other words, "it depends."