The Department of Children and Family Services is authorized by
law to intercept, encumber, freeze, or seize unemployment
compensation benefits in cases where there is a child support
arrearage or child support overpayment made to a custodial
Act No. 87, signed into law by Governor Jindal on May 11, 2012,
clarifies and aligns existing state law with federal law by
specifying that child support overpayments are excluded from
recovery from unemployment compensation benefits.
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Multi-day seminar specifically designed for employers with workers in California. At the top of the list of our discussion will be the state’s new recreational marijuana law and amendments to California’s Fair Pay Act, both of which stand to pose significant challenges for the state’s employers.
You can review all the important topics we will cover in the attached agenda for our fifth annual Navigating California Employment Law program, which will be held March 1-4, 2017, at The Meritage
Also note that we will hold a special pre-conference session on Wednesday, March 1, for those of you looking for a quick immersion (or reminder) about the intricacies of California employment law. Of course, given the location wine tasting events will also be available in the evenings, leading some to refer to the program as "California Employment Law & Cabernet!"
The 2017 program will feature a number of very special guest speakers as well. For instance, Elizabeth Rindskopf Parker, the Executive Director of the State Bar of California, will be our keynote lunch presenter on Thursday, March 2. The following day, California Advocates President Michael Belote will kick off the morning session with an insider's look at the new legislation in the works for 2017 and how it will impact employers.
The Oregon Bureau of Labor and Industries recently issued new
guidance under which nonexempt employees who work in mills,
factories, or manufacturing establishments may be entitled to
both daily and weekly overtime compensation.
Employers that are
potentially affected should take action now to review and adjust
their pay practices to comply with the new interpretation or risk
exposure to overtime wage claims. Join us for a webinar that will
discuss this important new guidance and steps that employers
should take to comply.
Join Daniella McGuigan, a partner in our
London office, as she discusses the details of these significant
new regulations, including what information needs to be
calculated, where and by when the information needs to be
published, and how organizations subject to the regulations can
get ready to comply.
New gender pay reporting regulations are expected to come
into force in the United Kingdom on 6 April 2017. These new
regulations will require employers with 250 or more employees
in the UK (or employees working abroad, but who have UK
employment rights) to publish calculations every year showing
how large the pay and bonus gap is between their male and
The issue of whether to pay for training time is a vexing one. In a recent case, a major airline avoided liability (for the most part) in a FLSA collective action alleging that it did not pay workers...
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