Apollo Legal Group

**UPDATE ON PROPOSITION 32** It has been two weeks since the state-wide election, and the vote is still not in—pun intended—whether the state minimum wage will be raised. At this point the margin is currently less than 1% ("No" is?still in the lead). If passed, this law would be effective "immediately"?or five days after the Secretary of State certifies the election results. Depending on the certification date, this could mean any time between November 24, 2024, and December 18, 2024. Apollo Legal Group will continue to monitor the results. Still, as a reminder, the minimum wage for all California employees is already set to increase to $16.50 for all employers on January 01, 2025.

Will The State Vote to Raise State Minimum Wage? California is awaiting the final results of this new law that would immediately raise the minimum wage to $17 for most workers and at least $18 an hour starting Jan. 1, 2025, if the business has at least 26 employees. Employers with 25 or fewer would be required to pay employees at least $17 an hour starting Jan. 1, 2025, and at least $18 an hour starting Jan. 1, 2026. This also means that some exempt employees may get a raise as well. Most exempt positions require a minimum salary equal to two times the state minimum wage, which is currently set at $66,560. Consequently, if this law passes, smaller employers (25 or less) will need to increase salaries for these exempt employees to at least $70,720 by January 1, 2025. Employers with 26 or more employees must immediately increase the minimum annual salary to $70,720 and then increase it again on January 1, 2025, to $74,880; this is over a 10% increase within two months. Please note that this annual salary requirement cannot include bonuses. The race is close and just over 50% of the votes are in, Apollo Legal Group will continue to watch and report as needed.

apollolegalgroup.com | [email protected] | 916|908|0714

apollolegalgroup.com | [email protected] | 916|908|0714

Article Summary: California’s Second District Court of Appeal ruled that under the EFAA (Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021), if a plaintiff includes at least one sexual harassment claim in a lawsuit, the entire case is exempt from arbitration. This decision came from a case where the plaintiff filed multiple wage and hour claims along with a sexual harassment claim, and the court denied the employer’s motion to compel arbitration for any of the claims.

It's Time For Your Handbook Update Many standard handbook policies have had legal updates in the last few years, and it is imperative your handbook remains updated at regular intervals. On another note, it is often the case that your company handbook contains “policies” that are not followed in practice—for example, a handbook may state, “The Company does not provide personal leaves of absence under any circumstance.” Yet, the company has approved?personal leave in limited situations. These inconsistencies are ripe for claims of discrimination or even evidence that can be used against a company in litigation. Why do employees have to follow the policies but the company does not? This is a great time to perform an internal review to ensure that all policies contained within your handbook are being followed in practice as well as procedure.? Contact Apollo Legal Group today for your handbook update!

Adrian Hoppes recently launched her own employment law practice, bringing with her a wealth of experience in the field. Her career aspiration to defend employers was solidified after over a decade of service at Pacific Gas & Electric Company. Her expertise covers a broad spectrum of personnel issues, including wage and hour analysis, FMLA/ADA compliance, EEO investigations, audits, and labor union contract disputes and negotiations. Currently, Adrian advocates for employers and managers in both state and federal court litigations, as well as in responding to administrative complaints. With over two decades of experience, she offers a deep understanding of employer-employee dynamics and a pragmatic method to navigate California's intricate legal landscape.

Election season is upon us and here are a few tips to keep the workplace compliant. Do: Encourage employees to get out and vote. Do: Understand California's employee-friendly paid leave on voting day. Do Not: Discipline an employee for their political views. Do Not: Discipline an employee for their off-duty political conduct. If you are unsure about employers’ rights in California related to voting, politics, and the election, contact Apollo Legal Group for guidance.

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