On September 17, 2018, California Governor Jerry Brown signed legislation (S.B. 1252) reminding employers that according to Cal. Labor § 226, employees have the right to inspect and receive a copy of their employment records, upon reasonable notice to the employer, but within no more than 21 calendar days of an employee’s request. This bill is not a change to current law but is declaratory of existing law.
According to Cal. Labor § 226, employees have the right to receive a copy of their written, itemized wage statement, which must show all of the following:
The deductions made from payment of wages must be recorded in ink or other indelible form, properly dated showing the month, day, and year, and a copy of the statement and deductions must be kept on file by the employer for at least three years at the place of employment or at a central location within the state.
Failure to allow a current or former employee to inspect or receive a copy of his or her employment records within 21 calendar days entitles the current or former employee or the labor commissioner to recover a $750 penalty from the employer.
See CA S.B. 1252
On September 11, 2018, California Governor Jerry Brown signed legislation (S.B. 954) requiring that attorneys involved in a mediation provide their client with a printed disclosure detailing the confidentiality restrictions involved with a mediation. In return, the attorney must also obtain a signed, printed acknowledgement of understanding from the client. This disclosure and acknowledgement must be completed prior to entering mediation; however, these requirements do not apply to class or representative actions.
This law was enacted to ensure clients are aware of the confidentiality and admissibility restrictions involved in mediations prior to entering the dispute resolution process.
The law is effective January 1, 2019.
Read CA S.B. 954