Grand Rapids Chamber’s Post

Huge news - Governor and lawmakers reach a deal to reform PAGA, the bane of many California employers. Some preliminary highlights which should be welcome news to employers: (1) expands which Labor Code violations which can be cured; (2) caps penalties for employers that quickly remediate issues; and (3) requires employees to personally experience the alleged violations brought in claim. Stay tuned for a more in-depth dive into this deal, which is still subject to legislative approval. https://lnkd.in/gg_SzrNu

California Gov. Gavin Newsom, along with legislative leaders and labor and business groups have announced that they have reached an agreement on revisions to California's Labor Code Private Attorney General Act (PAGA). The agreement will stave off what would have been an expensive fight over a ballot initiative that, if approved by voters in November, would have gutted PAGA. The details are yet to be released, but, in a press release, Gov. Newsom touts the deal as strengthening worker protections, encouraging employer compliance, and streamlining litigation processes. More to come in the days and weeks ahead on this important development in California wage and hour litigation. https://lnkd.in/gynFtpfa

It is only April and 2024 is shaping up to be a potential compliance nightmare if you are not prepared...Check this list out just to name a few! 1. Updates to Paid Leave Laws 2. Payout Requirements for Vacation Pay 3. Cannabis Use ( In applicable states ) 4. Wage Increases 5. Proposal to Update the Exempt Minimum Salary Threshold 6. EEOC's Proposed Enforcement Guidance on Harassment 7. Independent Contractor Rule Updates 8. FTC Announces Rule Banning Noncompete Agreements 9. Pay transparency laws becoming more normalized and promoted It will be an exciting year to see what other new proposals are around the corner!

It is only April and 2024 is shaping up to be a potential compliance nightmare if you are not prepared...Check this list out just to name a few! 1. Updates to Paid Leave Laws 2. Payout Requirements for Vacation Pay 3. Cannabis Use ( In applicable states ) 4. Wage Increases 5. Proposal to Update the Exempt Minimum Salary Threshold 6. EEOC's Proposed Enforcement Guidance on Harassment 7. Independent Contractor Rule Updates 8. FTC Announces Rule Banning Noncompete Agreements 9. Pay transparency laws becoming more normalized and promoted It will be an exciting year to see what other new proposals are around the corner!

On July 1, 2024, Governor Gavin Newsom signed two complementary bills to reform California’s Private Attorneys General Act of 2004 (PAGA). In the first installment of this Ogletree Deakins two-part series, the speakers will discuss key provisions of the new legislation, including allowing employees to bring PAGA claims only for Labor Code violations they “personally suffered” within the statute of limitations, generally rewarding employers that take steps to ensure they are compliant, and capping penalties in situations where employers quickly take steps to fix noncompliant policies. The second part of the series will cover the cure process and other practical steps that employers can take now and after receiving a PAGA notice. 

Breaking news for employers in California: Today, Gov. Newsom, California Chamber of Commerce, California Labor Federation and state legislature leaders announced they reached a proposal to narrowly amend the PAGA statute. This deal aspires to mollify the concerns of the Fix PAGA: There's A Better, Fairer Way for Workers coalition that proposed the repeal initiative such that they would *withdraw* their initiative before it formally qualifies for the ballot next Thursday, June 27. The PAGA repeal ballot initiative achieved the requisite number of signatures but per state law it doesn't qualify until 131 days before the election. There are several components of PAGA's current scope and procedure that would change under the current deal but these changes fall short of many long-standing criticisms of the law. Stay tuned--this should be an interesting week in the legislature! #PAGA #labor #business #PAGAreform https://lnkd.in/gN69pT8g

In this episode, we dive into the recent ruling by a US judge that upholds the Biden administration's ban on worker 'noncompete' agreements. This significant legal development has far-reaching implications for businesses and employees alike. Read the Full Article here: https://lnkd.in/gxGuaqmh We'll explore: 🔹 Overview of the Ruling: The details behind the federal judge's decision and its immediate effects. 🔹 Impact on Businesses: How companies are reacting to the ban and what this means for trade secrets and employee training investments. 🔹 Employee Mobility: The potential increase in job opportunities and wage growth for workers. 🔹 Broader Legal Context: The ongoing legal battles and the future of noncompete agreements in the US labor market. Stay tuned as we unpack the pros and cons of this landmark decision and what it could mean for the future of employment contracts. 1. Breaking News: ⚖️ Judge Upholds Biden Administration's Worker Noncompete Ban | FTC Ruling Explained 🚫 2. US Judge Supports Biden's Ban on Worker Noncompete Agreements ⚖️ | FTC Ban Update 🚫 3. Major Ruling: ⚖️ Judge Backs Biden's Worker Noncompete Ban | What It Means for You 🚫 4. FTC Noncompete Ban Upheld by Judge ⚖️ | Impact on Workers and Businesses 🚫 5. Biden Administration's Noncompete Ban Supported by Judge ⚖️ | Latest Legal Update 🚫 ✨ Join the Conversation! ✨ 🔍 What's your take on this topic? Let us know in the comments below! 👍 If you enjoyed this video, hit the like button and share it with your network. 🔔 Don't forget to subscribe to our channel for more insightful content on immigration and job-related news. 📢 Stay Engaged! Your comments make our community vibrant and insightful. Let’s get the conversation started! #TradeSecrets #IntellectualProperty #NoncompeteAgreements #FTCban #LegalBattle #BusinessSecurity #EmployeeRights #WorkplaceMobility #EconomicLiberty #LaborMarket #CourtRuling #EmploymentLaw

Employers of Illinois should be aware that the U.S. Department of Labor raised the salary threshold for exempt employees, effective January 1, 2025. Associate Bradley Lohsl explains the decision and what this could mean for your business. To find out how this affects you, click the link: https://bit.ly/3BzbrtW #Employment #EmploymentLaw

New Post: Daniel Schaffa, Reimagining the Deduction for Employee Compensation, Michigan Journal of Law Reform (Jun. 14, 2024) - https://lnkd.in/eeZcQmBu Daniel Schaffa's article discusses how U.S. employee compensation deductions, which significantly reduce business tax burdens, can be restructured. He proposes larger deductions for low-wage workers to stimulate hiring and wage increases, address labor market deficiencies, and suggests funding methods for this initiative while evaluating the effectiveness of employer-side subsidies over employee-side subsidies.

Wondering when your employer must pay your final wages after termination in California? By law, employers are required to pay all final wages immediately upon termination. If you quit, the timeline is different—your employer has up to 72 hours to settle. Don’t let myths about final wages cause confusion. If you haven’t received your pay on time, you have the right to take action. Contact us to learn how we can help. #FinalWages #CaliforniaLaw #KnowYourRights #EmployeeRights #EmploymentLaw #WorkplaceJustice #TerminationRights #EmploymentHelp