On September 24, 2019, the Department of Labor announced the final rule, to be published tomorrow in the Federal Register, changing the white collar employee exemption salary threshold to the overtime pay requirements of the Fair Labor Standards Act (FLSA). Under the previous regulation, executive, administrative, and professional employees (white collar workers) were considered exempt from overtime pay if the employee satisfies the duty requirements and were paid at least $455 per week ($23,660 annually). Under the new rule, employees who satisfy the duty requirements and are paid at least $684 per week ($35,568 annually), are considered exempt from overtime… Read more

In July we wrote about the California Supreme Court’s landmark decision in Dynamex v. Superior Court, which abandoned a long-followed, multi-factor approach to analyzing independent contractor relationships, and instead imposed a new, 3-factor test (the “ABC test”) which significantly narrowed the range of work relationships which would be deemed true independent contractor relationships, rather than employment relationships.  https://www.sgrlaw.com/client-alerts/california-abc-test/. Since then, the California legislature has codified the Dynamex test through Assembly Bill 5, which the Governor is expected to sign, and which will be applicable to work relationships as of January 1, 2020.  Unlike Dynamex, which applied only to California’s Wage… Read more

In anticipation of Hurricane Dorian’s landfall, employers should ensure that their emergency policies and procedures adequately address any storm-related issues. The top priority should be the safety of all who may be affected. Employers should stay apprised of storm preparedness information and warnings posted on the websites of both the Federal Emergency Management Agency (FEMA) and the Florida Division of Emergency Management. In the event of business closures during or as a result of the hurricane, or if employees are unable to report to work, employers should make sure employees are paid in compliance with the Fair Labor Standards Act… Read more

Artificial Intelligence Video Interview Act On August 9, 2019, Illinois’ Governor signed into law the Artificial Intelligence Video Interview Act. This Act allows employers to use artificial intelligence (AI) to assist with the interview and hiring process so long as certain conditions are met, such as the employer gaining the applicant’s consent and explaining to the applicant how the AI will be used. Illinois employers who plan to use AI as an interview aid should ensure the requisite conditions are met before using AI to evaluate interview videos. Public Act 101-0221 Also enacted recently is Public Act 101-0221, that aims… Read more

Effective January 1, 2020, Nevada’s newly signed bill, AB 132, criminalizes an employer’s refusal to hire a prospective employee because the prospective employee’s drug-screening test indicates the presence of marijuana. This law will not apply to all prospective employees; firefighters, emergency medical technicians, employees who will operate a motor vehicle, positions funded by federal grant, and employees who could adversely affect the safety of others are explicitly excluded from compliance with the law. Moreover, the provisions of the law do not apply to the extent they are inconsistent with or otherwise in conflict with the provisions of an employment contract,… Read more

On August 12, 2019, New York Governor Andrew Cuomo signed into law new legislation that provides greater protections for workers in that state, and employers need to act to ensure they comply. In the wake of the #MeToo movement, New York enacted tough new laws against sexual harassment.  In previous SGR Client Alerts, we have provided information on New York’s anti-harassment legislation regarding sexual harassment (click here to view), New York’s published guidance on compliance with its sexual harassment laws and mandatory employee training (click here to view), and the state’s model policy on sexual harassment. Now, New York has… Read more

What are predictive scheduling laws? Predictive scheduling laws are laws that require employers to post employees’ work schedules a certain amount of time in advance and penalize employers for last minute changes to schedules.  For example, both San Francisco’s and Seattle’s city ordinances require employers to post employee work schedules 14 days in advance.  New York City requires that work schedules be posted 72 hours in advance.  San Francisco’s ordinance requires employers to pay employees 1 to 4 hours of pay if the employer changes the work schedule less than 7 days before the employee’s scheduled shift. Predictive scheduling laws… Read more

On April 30, 2018, the California Supreme Court issued its landmark decision in Dynamex Operations West, Inc. v. Superior Court of Los Angeles in which it considered whether a worker asserting California Wage Order claims was properly classified as an independent contractor rather than as an employee. Dynamex is a nationwide same-day courier and delivery service. Before 2004, Dynamex classified its California drivers as employees and compensated them pursuant to the state’s wage and hour laws. In 2004, Dynamex reclassified all of its California drivers to independent contractors. In the absence of any special arrangements between Dynamex and its customers,… Read more