On February 2, 2012, a bill was introduced (A2235) that would allow an employer to require that its employees receive their wages either by direct deposit or by a payroll debit card. Currently, an employer may pay its employees with a paper check, cash, or – only with the employee’s consent – by direct deposit or a payroll debit card. This bill will allow an employer to require payment by direct deposit or payroll debit card, in lieu of cash or a paper check. If signed into law, the bill also would require the employer, and not the employees, to pay any fees associated with the payment of wages by direct deposit or payroll debit card.
San Francisco’s Paid Parental Leave Ordinance (PPLO) became effective on January 1, 2017, for employers with 50 or more employees. Effective July 1, 2017, the PPLO also applies to employers with 35 or more employees and, on January 1, 2018, to employers with 20 or more employees.
Is the Tide Turning on Website Accessibility Claims? California Court of Appeal Upholds a ‘Bona Fide Intent’ Requirement
The Court of Appeal of the State of California, Fourth Appellate District, recently handed a potentially significant website accessibility win to the business community under the Unruh Civil Rights Act (Unruh Act) when it upheld a jury verdict in Thurston v. Omni Hotels Mgmt. Corp. (Cal. Ct. App. Sept. 23, 2021), finding that the blind user of a hotel’s website reservation mechanism lacked a “bona fide intent” to make a hotel reservation.
It is a new year and that means a fresh round of compliance reporting obligations for many companies. Here’s what lies ahead for 2022.