March 7, 2014

Hot Topics in Employment Law: CA Overtime, Texas Convictions, and a Dash of the EEOC

employment law hot topic

 

This week I’m going to blog about other people’s blogs. Predictions and pontifications!

Texas Battles for the Box with the EEOC

The EEOC’s somewhat controversial directive, telling all U. S. employers they need to stop using “check the box if you’ve been convicted of a crime” criteria in their initial filters (job applications) when searching for qualified candidates, has met resistance from the state of Texas. Predictably, Texas has filed suit against the EEOC, alleging that it has exceeded its authority. I predict the EEOC will prevail.

If you want all the details, here’s more.

Overtime, Over-regulated: How to Make Nobody Happy with CA Employment Law

California employers know that whichever system you use to comply with the California work week, both the Alternative Work Week and the daily overtime requirements for employees who exceed 8 hours seem to have been designed to protect employees and entrap the employer. However, not all employees are happy with the limitation, either. Recently a California legislator attempted to bring relief to employees and employers over this issue. The bill would have killed the daily overtime requirement for all hours worked over 8 hours. Many employees, especially in the medical field, would love to be able to work longer hours so that they can spend more days with family during long weekends. California legislators don’t agree.

If you want all the details, here’s more.

Want to see a particular topic covered in an upcoming blog? Let me know!

Friendly Disclaimer: This information is general in nature, and is not intended to replace good counsel about a specific issue with either your attorney or your favorite HR expert.

Friendly Disclaimer: This information is general in nature and is not intended to provide legal advice or replace individual guidance about a specific issue with an attorney or HR expert. The information on this page is general human resources guidance that is believed to be current as of the date of publication. Note that CEDR is not a law firm, and as the law is always changing, you should consult with a qualified attorney or HR expert who is familiar with all of the facts of your situation before making a decision about any human resources or employment law matter.

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