March 2019 Archives

Revisiting Augustus v. ABM Security Services, Inc.; Whether California Employers May Require Non-Exempt Employees Remain On-Site During Rest Periods

By: Allyson K. Thompson

As our firm discussed in a previous publication titled California Prohibits On-Duty and On-Call Rest Periods, the Supreme Court of California ruled that employers may not require their employees to remain "on-call" during rest periods. The Court noted that, "state law prohibits on-duty and on-call rest periods" and "during rest periods, employers must relieve their employee of all duties and relinquish any control over how employees spend their break time."

Getting a Jump Start on Compliance with California's Growing Sexual Harassment Training Mandate

By: Kerri N. Polizzi

California employers with 50 or more employees have long been required to provide at least two hours of sexual harassment prevention training to supervisors and managers. Specifically, since 2005 any employer with "supervisory authority" is required to be trained within six months of being hired to or promoted to a supervisory position and every two years thereafter.

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