The California Advice Group at Ogletree Deakins was born out of the need to provide California-specific advice to the firm’s national clients with operations or employees inside the state of California. Members of the California Advice Group are amongst Ogletree Deakins’s “designated hitters” for questions lobbed to lawyers practicing in one of the firm’s 38 offices outside of California about California laws and employee relations. What we hope to do in this column is to provide friends of the firm with guidance concerning many of the issues that are raised with the California Advice Group.
The holiday season may already feel like a distant memory and five-day workweeks may once again be the norm, but not everything is back to business as usual for U.S. employers this January.
A new addition to California law changes the definition of commission pay for licensed employees of beauty salons and barber shops. Under the new law, certain common arrangements, such as agreements to pay stylists on a commission-only basis or on a minimum wage plus commissions basis, are no longer considered to be commission-based pay.
Effective Anti-Harassment Policy Warrants Summary Judgment on Hostile Work Environment Claim, District of New Jersey Holds
The New Jersey District Court recently reiterated the importance of maintaining effective anti-harassment policies, and taking prompt and effective remedial measures following harassment complaints. In Barroso v. Lidestri Foods, Inc., 2013 WL 1314438 (D.N.J, March 28, 2013), the plaintiff alleged that he was subjected to a hostile work environment under the New Jersey Law Against