Posts from September 2017.
Alert: Employers Should Distribute Updated Sexual Harassment Brochure or Poster

The California Department of Fair Employment and Housing (DFEH) recently issued an updated sexual harassment brochure (DFEH-185), which replaces the prior version. The DFEH also provided this information in an easy-to-print poster form (DFEH-185P).

Either the new poster or updated brochure will fulfill the employer’s obligation to provide employees with an information sheet regarding sexual harassment under state law.  Employers should provide all new employees with the updated brochure or new poster upon hire, and current employees should also be provided the newly ...

Employer Alert: Reporting Requirements for All New or Rehired California Employees

All California employers must report their newly hired or rehired employees who work in California to the California Employment Development Department (EDD).  Reporting is done using the EDD’s Report of New Employees form, which was recently updated and can be found HERE (along with instructions for completion).

Reporting is aimed at locating parents not providing child financial support as obligated.  For general information regarding reporting requirements, including how to report, multi-state employers, etc., check the EDD’s New Employment Registry site found HERE.

How Does a Receiver Sell the Homesteaded Home of a Judgment Debtor to Satisfy a Judgment?

Question: I am a receiver appointed to collect a substantial judgment. The judgment debtor’s home has appreciated since the entry of the judgment five years ago. Can I list the house with a broker and, once a buyer is located, petition the court to approve the sale? The judgment debtor claims he has a homestead exemption and that I can only sell the house if I comply with homestead statute, which requires the sale be in accordance with the provisions for execution sales. Is that correct? I thought, as receiver, I can sell property using other methods, so long as I get court approval.


White House Suspends EEO-1 Pay Data Reporting

Last week the White House Office of Management and Budget (OMB) announced the suspension and review of the new EEO-1 pay data reporting requirement for EEO-1 reports due on March 31, 2018.

For years, employers with at least 100 employees have been required to complete and submit EEO-1 reports of their employees by race, ethnicity and gender.  Last year the EEO-1 report was expanded to include employee hours and pay data.  The intent of the pay data reporting requirement was to disclose pay gaps so that possible pay discrimination practices could be investigated.

While the pay data ...

Employer Alert: Department of Labor Withdraws Guidance on Independent Contractors and Joint Employment

The U.S. Department of Labor (DOL) recently announced that the Obama-era administrative interpretations regarding joint employment and the classification of a worker as an independent contractor or employee has been withdrawn.

The guidance regarding the independent contractor classification had indicated that most workers were employees, and not independent contractors.  As for the interpretation of joint employment, which can arise when people work for 2 or more entities which share control over the individuals’ work, the withdrawn guidance had reflected that the ...


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