California Employee Leave Laws (Frequently Asked Questions) – California employers are obligated to comply with many state laws providing employee leave in a variety of situations. These answers to frequently asked questions address common issues raised by the state’s major leave compliance mandates.
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Ensuring employees receive proper meal periods and rest breaks is a foundational component of workplace compliance and employee well-being. The Fair Labor Standards Act (FLSA) does not require employers to provide meal periods and rest breaks for their employees. However, if an employer chooses to provide meal periods or rest breaks, the employer must comply with the FLSA’s meal periods and rest breaks requirements. As a general rule, rest breaks—breaks of five to 20 minutes—are considered hours worked, but bona fide meal breaks—breaks of 30 minutes or longer—are not covered under the FLSA.
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The Americans with Disabilities Act (ADA) prohibits discrimination against people with disabilities and requires reasonable accommodations. Signed into law in 1990 by President George H. W. Bush, the ADA applies to companies with 15 or more employees. We recently released the following 2 articles related to updated guidance and best practices related to the ADA:
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As organizations plan their compensation strategies each year, many are leaning toward a “peanut butter” approach to pay—spreading standardized annual wage increases evenly across employee groups. These modest, predictable adjustments have become more common as employers navigate economic uncertainty, tighter budgets, and a heightened focus on internal pay equity. While some years bring significant market- or performance-based pay adjustments, many employers have recently opted for more traditional, standardized raises, often citing economic uncertainty, tighter budgets, and the need for internal pay equity.
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Hiring decisions come with compliance risk, and small missteps can lead to big consequences.
Join Employco USA for a practical, fast-paced webinar led by Jason Eisenhut, Vice President of Human Resources, and Griffen Wilson, Vice President. This complimentary session will walk through real-world scenarios and key compliance considerations that impact your recruiting process.
Continue readingCOBRA just turned 40, so happy birthday to one of the most overlooked (until it’s urgent) compliance requirements employers deal with. In this HR Chat, Rob and Jason discuss when COBRA applies, employer size thresholds, required benefits coverage, premium calculations, federal vs. state mini-COBRA differences, and common compliance pitfalls.
COBRA compliance can be easy to overlook, but the consequences can be costly if handled incorrectly. Contact hr@employco.com to discuss COBRA administration, benefits compliance, or other HR support needs.
Schedule a 15-minute call with Griffen Wilson for more information on our services.
As workforce dynamics continue to shift, organizations investing in employee development are better positioned to compete. In this month’s HR podcast, Rob, Scott, and Jason discuss how employers can strengthen internal talent, adapt to evolving employee expectations around growth, and build more resilient teams through upskilling, cross-training, and increased AI literacy.
For support with employee development programs, workforce planning, and HR strategy, contact hr@employco.com.
In this HR Chat, Rob and Jason discuss the growing issue of employee burnout and why it goes beyond just long hours. They explore common causes like lack of engagement, limited growth opportunities, job insecurity, and feeling undervalued, along with how employers can help by creating more meaningful and engaging work experiences.
Contact hr@employco.com to discuss employee engagement strategies, retention challenges, or other HR support needs.
Schedule a 15-minute call with Griffen Wilson for more information on our services.
California Family Care and Medical Leave Comparison Chart – California employers must comply with two comprehensive family and medical leave laws: the federal Family and Medical Leave Act (FMLA) and the state California Family Rights Act (CFRA). This chart compares key features of the two laws. Note that additional state and local laws require employee leave for other purposes, such as the employee’s illness, bereavement, and pregnancy disability.
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