ELECTRONICALLY SIGNED EMPLOYMENT ARBITRATION AGREEMENTS MAY NOT BE ENFORCEABLE

On December 23, 2014, in the case of Ruiz v. Moss Brothers Auto Group, the California Court of Appeal ruled that the defendant in that case had not presented sufficient evidence that an electronic signature on the arbitration agreement was “the act of” the plaintiff.  Accordingly, employers must present sufficient evidence to show the intent of their employees for arbitration agreements to be enforceable.

For more information about the impact of these requirements, please contact us at 562-901-2500 or e-mail us at info@KriegerLaw.com.

EMPLOYER IS NOW LIABLE FOR STAFFING EMPLOYEES’ WAGES AND WORKERS’ COMPENSATION INSURANCE

On September 28, 2014, Governor Jerry Brown signed AB 1897 into law.  Under the new law, California employers will be responsible for the payment of wages and for providing workers’ compensation insurance for staffing employees hired from outside temporary staffing suppliers.  Under the new law, the “client employer” (i.e., the party obtaining the labor/services from the staffing firm) will be jointly liable, along with the staffing firm, for wages and the failure to obtain valid workers’ compensation coverage.

For more information about the impact of these requirements, please contact us at 562-901-2500 or e-mail us at info@KriegerLaw.com.

New California Law Requires Employers to Provide Paid Sick Leave

Governor Jerry Brown has signed a new law requiring employers in the State of California to give both part-time and full time employees at least three days of paid sick leave each year. The new law takes effect in July 2015. The new law gives workers paid sick leave at a rate of one hour for every 30 hours worked. The employees may begin using the accrued time after 90 days of employment. The sick leave hours could also be used for time off to care for an ill family member.

The new law requires that Employers meet certain posting requirements, and would subject employers to significant fines for failing to comply with the new law. Such new rules may also require employers to update their employment manuals.