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As Easy as 1-2-3, Court Rules ABC Test Applies Retroactively | Seyfarth Shaw LLP

Let Me Tell You What It’s All About Jan-Pro Franchising, International, Inc. is a franchisor whose franchisees offer cleaning and janitorial services. In Vazquez v. Jan- Pro (“ Vazquez”), in May 2017, the Northern District of California granted Jan-Pro summary judgment in a case brought by independent contractor franchisees claiming they should have been treated as Jan-Pro employees. The plaintiffs then appealed the ruling to the U.S. Court of Appeals for the Ninth Circuit. While the appeal was pending, the California Supreme Court issued its decision in Dynamex (which we previously posted about here). In Dynamex, the court held that, for purposes of claims arising from the Wage Orders, the “ABC” test governs whether workers are properly classified as independent contractors rather than employees.

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Gibson Dunn | 2020 Year-End California Labor and Employment Update

January 12, 2021 This past year saw the enactment of a variety of new employment laws in California, including new disclosure requirements for employers and changes to the independent contractor landscape. In addition, the COVID-19 pandemic has touched nearly every sector of society, in nearly every corner of the world, and employment law in California is certainly no exception. The pandemic has ushered in a new legal landscape marked by heightened requirements for employers stretching from 2020 into 2023. Below, we outline four new laws that require attention from California employers in the new year: (1) the new requirements for California employers in reporting wage and hour data; (2) the continuing evolution of the worker classification standard and the recent passage of Proposition 22; (3) the new COVID-19 notice requirements that will require employers to notify employees of possible exposure; and (4) the new Workers’ Compensation Disputable Presumption under SB 1159. We a

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California Employers Should Review Evolving Worker-Classification Rules

California Employers Should Review Evolving Worker-Classification Rules
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California Court Of Appeal Analyzes Salary Test Under Administrative Exemption - Employment and HR

California Court Of Appeal Analyzes Salary Test Under Administrative Exemption - Employment and HR
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United statesWedbush securities incCalifornia courtUnder californiaCalifornia labor codeLabor codeWedbush securitiesFair laborStandards actஒன்றுபட்டது மாநிலங்களில்கலிஃபோர்னியா நீதிமன்றம்கீழ் கலிஃபோர்னியாகலிஃபோர்னியா தொழிலாளர் குறியீடுதொழிலாளர் குறியீடுநியாயமான தொழிலாளர்தரநிலைகள் நாடகம்

CA Court Analyzes Salary Test Under Admin Exemption

Saturday, January 9, 2021 Under California law, an employee is exempt from California’s overtime requirements and other wage and hour laws if the person is employed in an administrative capacity. To meet this exemption, California’s wage orders and the California Labor Code provide that an employee must perform certain job duties and be paid a monthly salary equivalent to at least twice the state minimum wage for full-time employment. Neither the Labor Code nor the wage orders define what constitutes a “salary” or what it means for an employee to be paid on a salary basis for the purposes of the exemption. A recent California Court of Appeal decision, however, sheds some light on the issue.

United statesWedbush securities incCalifornia courtCalifornia labor codeLabor codeWedbush securitiesCommissions only compensationFair labor standards actSalary testCalifornia administrative exemptionOver timeCommissions only pay structureSempriniv wedbush securitiesஒன்றுபட்டது மாநிலங்களில்கலிஃபோர்னியா நீதிமன்றம்கலிஃபோர்னியா தொழிலாளர் குறியீடு