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Read the latest news from Scali Rasmussen, including legal alerts and event listings.

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California Labor Code Section 226 specifies numerous wage statement disclosures that employers must provide to employees each pay date. One question that has lingered is whether Section 226’s requirements apply to employees who perform some work in California but also a significant amount of work outside California. This issue has arisen in the context of a couple of cases involving airline workers who spent time both within and outside California: Ward v. United Airlines, Inc. and Oman v. Delta Airlines, Inc.

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In anticipation of return to school issues that are bound to arise with so many schools currently implementing distance learning, on August 27, 2020, the Department of Labor (“DOL”) released new FAQs clarifying provisions in the Families First Coronavirus Response Act (FFCRA) related to childcare issues. The FFCRA provides that employees may receive paid leave if they need to miss work in order to care for a child whose school or place of care is closed, or childcare provider is unavailable, for Coronavirus reasons. The clarifications provided by these new FAQs are as follows...

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Although the California Attorney General has only had the authority to enforce the California Consumer Privacy Act (CCPA) since July 1, 2020, it could be overhauled by a new privacy law that qualified for the 2020 November ballot in California.

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Title 1 of the CARES Act is referred to as the “Keeping American Workers Paid and Employed Act.” The “Keeping American Workers Paid and Employed Act” establishes an SBA Loan program called the “Paycheck Protection Program” (PPP) and process for forgiveness of the loan if certain compensation and employment metrics are met. It also expands access to Economic Injury Disaster Loans (EIDL) and provides a subsidy to help businesses repay SBA loans (with the exception of the PPP loans). Below are many of the frequently asked questions about the Paycheck Protection Program portions of the CARES Act...

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Last month the California Attorney General announced that the Office of Administrative Law has approved the final California Consumer Privacy Act (CCPA) regulations. The final draft, submitted to OALL in late June of this year, is substantially the same as the final version, with minor tweaks that impact brick-and-mortar retailers. If your business has been waiting until final regulations to comply with the law, now is the time.

You probably don’t need that pop-up

Why personalized CCPA compliance makes business sense

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Today California’s groundbreaking consumer privacy law, known as the CCPA, is in full effect and the implementing regulations are nearly finalized. Now is therefore a good time to take a step back and consider whether your dealership is complying with the law in a way that makes good business sense.

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Does a case have to be confirmed to be reported? How do you know if the case is “work related?” The Occupational Safety and Health Administration (OSHA) has issued new guidance about reporting work-related cases of COVID-19.

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As the Coronavirus pandemic continues to devastate the well-being, physically, mentally and economically, of our country and as outsiders continue to attack the dealer franchise system in a misguided attempt to weaken dealers' economic standing and future, Scali Rasmussen rises up to fight for the rights of the industry, and lends a helping hand to give dealers the tools to navigate and come out of the end of this pandemic healthier than ever.

Employers can’t get a break…

Meal and rest break requirements in California—current legal issues and best practices

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This article is in response to the alarming frequency of meal and rest break claims and exposure that they pose to employers. Claims for meal and rest break violations are now a common, and in fact, frequent “add-on” claim for all other types of employment claims. Indeed, non-wage/hour claims, such as discrimination/harassment, wrongful termination and retaliation are now routinely accompanied by meal/rest break-related claims. Due to the proliferation of these claims, it is more important than ever for employers to be up to speed on the current state of the law and best practices for avoiding liability, both of which we will address here.

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