California employers are required to post several notices and distribute various pamphlets informing employees of their employment rights.  Effective January 1, 2023, eight (8) out of eighteen (18) of these required notices will be updated.  The eight (8) notices that will be updated are the following:

1. California Minimum Wage;

2. Family Care and Medical Leave and Pregnancy Disability Leave;

3. Your Rights and Obligations

Last week, we reported that the California Labor Commissioner issued a template “Notice to Employee” as required by the Wage Theft Prevention Act of 2011 (the “Act”), which went into effect January 1. The Act requires employers to furnish specified wage information to certain non-exempt employees at the time of their hire.

As we also pointed out, the Commissioner’s “Frequently Asked Questions,” published December 30, 2011, stated that the Notice (or the information contained therein) must be given to all current employees, despite the fact that the statute calls only for employers to provide such data to employees “at the time of hiring.” We placed a call to the DLSE shortly after the FAQs were issued, and the agency responded yesterday by updating its Web site. The FAQs, which can be found here, now reflect that the information required under new Labor Code § 2810.5 need only be provided at the time of hiring and within 7 days of a change in such information, if the change is not listed on the employee’s pay stub for the following pay period.

Please visit the update to this entry, available here.

On the eve of the implementation of California’s Wage Theft Prevention Act of 2011, the California Labor Commissioner has made available to employers a template Notice (Word / pdf) that complies with the requirements of new Labor Code § 2810.5. Beginning January 1, 2012, Section 2810.5 requires employers to furnish specified wage information captured by the Notice to most non-exempt employees. All required information must be provided to employees in the language that the employer normally uses to communicate employment-related information.

Earlier this year, California Governor Jerry Brown signed into law AB 469 (pdf), entitled the “Wage Theft Prevention Act of 2011,” which adds Section 2810.5 to the Labor Code and requires employers to furnish to non-exempt employees, at the time of hiring, a notice specifying (among other things) the employee’s rate or rates of pay and the basis on which the employee’s wages

In the wake of a challenge by the National Association of Manufacturers, the National Labor Relations Board (“NLRB”) has again agreed to postpone the effective date of a controversial regulation that would require most employers to post a notice informing employees about their rights under the National Labor Relations Act. 

Collins v. Gee West Seattle LLC, 631 F.3d 1001 (9th Cir. 2011)

On September 26, 2007, Gee West informed its 150 employees that although it was actively pursuing the sale of the business, it would be closing its doors and would terminate all but a few business office employees on October 7, 2007 if a buyer was not found by then. Between the time

Faust v. California Portland Cement Co., 150 Cal. App. 4th 864 (2007)

After Michael Faust notified his plant manager that various unnamed employees had engaged in internal theft and misconduct, the plant manager informed Faust’s supervisor of the allegations who in turn warned Faust’s co-workers to “watch their backs” around Faust. Faust, who received the “cold shoulder” from his coworkers, soon began to experience

Honeywell v. WCAB, 35 Cal. 4th 24 (2005)

William Wagner, a sheet metal specialist for Honeywell, claimed work-related injuries to his body and psyche due to employment. On July 20, 1998, Wagner made statements that management was prejudiced against him and hampered his promotion and transfer, that he could not “take it anymore,” and that his doctor had prescribed medication for work stress. On