Podcasts about labor code

This episode of Big Blend Radio's California Employment Law podcast with San Diego attorney Ward Heinrichs focuses on California Workplace Rights During Disasters including Labor Code §1139 and Labor Code § 230.8. Check out Ward's about the laws and regulations, here: https://blendradioandtv.com/listing/california-workplace-rights-during-disasters/  Based in San Diego, California, Ward represents both employers and employees in almost all areas of labor law. More: https://bestemploymentattorneysandiego.com/  Ward Heinrichs appears on Big Blend Radio very 4th Wednesday. Follow his podcast appearences here: https://www.youtube.com/playlist?list=PLzIUCV2e7qm3jXMGjBdJrHc4zxpoWFP5O  This episode is also featured on Big Blend Radio's "Big Daily Blend" and "Success Express" channels. Follow Big Blend Radio's Network of Podcasts: https://www.podbean.com/podcast-network/bigblendradionetwork 

This week, we're examining California Governor Gavin Newsom's new deal that was brokered to amend the Private Attorneys General Act of 2004 (PAGA).   Last week, Governor Newsom announced that California's business and labor groups had come to an agreement to reform PAGA. Two legislative bills encompassing the agreed-upon PAGA reforms (AB 2288 and SB 92) were signed into law by Governor Newsom on July 1, 2024. Epstein Becker Green attorney Kevin Sullivan tells us more about the PAGA reforms, their potential impact on California employers, and who the likely winners and losers are.   Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw351 Subscribe to #WorkforceWednesday: https://www.ebglaw.com/subscribe/ Visit http://www.EmploymentLawThisWeek.com This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.

In this episode, Jen discusses the California Supreme Court's new decision in Naranjo v. Spectrum Security Services, Inc. regarding Labor Code section 226 penalties.

In this episode host Jason Chamberlain talks with guest Joel Hodorek, Labor Relations Counsel in the Representation department of ALPA National.   This episode explores several topics in the collective bargaining environment including section 48 and 50 of the Canada labor code, the need for representation at the bargaining table, types and uses of leverage and the use of mediation.

In today's episode, Teresa gives her annual Legal Update for changes happening on January 1, 2024. Out of the 1,046 bills sent to Governor Newsome for signature, 890 were signed and 156 were vetoed. 80 employment-related bills were signed with 26 vetoed. All bills, except those designated as emergency measures or as otherwise noted, take effect January 1, 2024.  Legal Update Topics Discussed Today: Minimum Wage Increases - The minimum wage in California will increase to $16.00 an hour. (Review the UC Berkeley Labor Center's detailed list of local minimum wage ordinances for additional guidance.) AB 2188 Discrimination in Employment: Use of Cannabis (Chapters 2 and 5) - AB 2188 makes it unlawful for an employer to discriminate in hiring, termination, or any term or condition of employment, or otherwise penalize an individual if the discrimination is based on the individual's use of cannabis off the job and away from the workplace.   SB 700 – Employment Discrimination: Cannabis Use (Chapters 2 and 5) - SB 700 expands existing lawful use of cannabis outside the workplace by making it unlawful for an employer to take any adverse employment action (i.e., take any action that would negatively impact the employee's terms or conditions of employment) against an employee for off-duty cannabis use. Fair Chance Act (Ban the Box) Regulation Update (Chapter 2) - The California Office of Administrative Law approved amendments to the California Fair Chance Act regulations, as proposed by the California Civil Rights Council. These changes impact employers with five or more employees and involve inquiries into an applicant's criminal history before a job offer or in other subsequent employment decisions (e.g., promotion, training, discipline, layoff, and termination) and the criminal history of current employees.   SB 497 – Protected Employee Conduct (The Equal Pay and Anti-Retaliation Protection Act) (Chapter 4) - SB 497 amends various sections of the Labor Code by creating a rebuttable presumption in favor of an employee's claim of retaliation if the employer takes any adverse action against the individual within 90 days of the employee's having engaged in protected activity.  SB 616 – Sick Days: Paid Sick Days Accrual and Use (Chapters 4 and 5) - SB 616 amends the Healthy Workplace, Healthy Families Act of 2014 (HWHFA) by increasing accrual/frontloading paid sick leave mandates from 24 hours (3 days) to 40 hours (5 days) and increasing cap amounts to 80 hours.   SB 848 - Leave for Reproductive Loss (Chapter 5) - SB 848 makes it unlawful for a covered employer to refuse to grant Reproductive Leave (“Leave”) following a miscarriage, failed surrogacy, stillbirth, unsuccessful “assisted reproduction” (i.e., artificial insemination or embryo transfer), or failed adoption. SB 553 – Workplace Violence: Restraining Orders and Workplace Violence Prevention Plan (Chapter 7) - This law takes effect July 1, 2024 - SB 553 requires covered employers in California to; develop and implement a workplace violence prevention plan that meets the law's specific standards; maintain a violent incident log to record any violent workplace incidents or threats; provide comprehensive training to all employees on workplace violence prevention; and keep records related to the workplace violence prevention plan to ensure compliance. Maintain these records for at least five years and produce them to Cal/OSHA upon request.  California Privacy Rights Act of 2020 (CPRA) (Chapter 5) - The CPRA became effective January 1, 2023. However, regulatory enforcement is stayed until March 29, 2024 - Current employer exemptions in the California Consumer Privacy Act of 2018 (CCPA) were eliminated in accordance with the CPRA when it became effective January 1, 2023. SB 699 – Contracts in Restraint of Trade - Existing law concerning restrictive covenants (e.g., non-competition, non-solicitation agreements) regulates business activities to maintai...

Join Heather and Matt to learn more about the current state and utility of arbitration under California's Private Attorneys General Act (PAGA).If an employer commits Labor Code violations against a current or former employee, PAGA authorizes the employee to bring a representative action for civil penalties on behalf of the state against the employer. Questions regarding the application of class-action waivers and arbitration agreements to PAGA claims have remained a source of litigation for years.

The government received more military equipment, President Duda met with the President of Ukraine, a lot of people are suffering from influenza, the government changed the Constitution's Labor Code, the country celebrated Christmas, and much more!Thanks for tuning in!Let us know what you think and what we can improve on by emailing us at podcast@rorshok.com Like what you hear? Subscribe, share, and tell your buds.

On this episode of Big Blend Radio, San Diego employment attorney Ward Heinrichs explains California's Warehouse Quota Law, Labor Code §2100, aka AB701. The purpose of that law is to make sure that burdensome quotas do not infringe on the meal period, rest period, bathroom break, and other workplace rights of warehouse employees. Read Ward's article here: https://blendradioandtv.com/listing/california-restricts-warehouse-quotas/ Ward Heinrichs appears on Big Blend Radio very 4th Wednesday. More: https://bestemploymentattorneysandiego.com/ 

On this episode of Big Blend Radio, San Diego employment attorney Ward Heinrichs explains California's Warehouse Quota Law, Labor Code §2100, aka AB701. The purpose of that law is to make sure that burdensome quotas do not infringe on the meal period, rest period, bathroom break, and other workplace rights of warehouse employees. Read Ward's article here: https://blendradioandtv.com/listing/california-restricts-warehouse-quotas/ Ward Heinrichs appears on Big Blend Radio very 4th Wednesday. More: https://bestemploymentattorneysandiego.com/

On this episode of Big Blend Radio, San Diego employment attorney Ward Heinrichs explains California's Warehouse Quota Law, Labor Code §2100, aka AB701. The purpose of that law is to make sure that burdensome quotas do not infringe on the meal period, rest period, bathroom break, and other workplace rights of warehouse employees. Read Ward's article here: https://blendradioandtv.com/listing/california-restricts-warehouse-quotas/ Ward Heinrichs appears on Big Blend Radio very 4th Wednesday. More: https://bestemploymentattorneysandiego.com/ 

With the California Private Attorneys General Act in the news again after the Supreme Court decision on Viking River Cruises, Inc. v. Moriana, Brian and Shant dive into what the decision means for the future of PAGA and how it may be enforced now that the Federal Arbitration Act can preempt the California law in certain situations.  They also discuss what might happen if enough signatures are collected to put PAGA on the chopping block in the 2024 election, including legislative compromises that would keep PAGA intact but attempt to reduce abuses, particularly those aimed at small businesses.  Lastly, Brian and Shant discuss a ruling by the California Fourth District Court of Appeals in the case, Estrada v. Royalty Carpet Mills, Inc., which held that PAGA cases could not be dismissed by the court because of manageability issues, which is in direct opposition to the Second District Court's ruling in Wesson v. Staples the Office Superstore, LLC in 2021.  Since PAGA claims are meant to act in the stead of the California Labor & Workforce Development Agency, the court said that cases cannot be thrown out due to manageability concerns because, “the LWDA is not subject to a manageability requirement when it investigates Labor Code violations and assesses fines internally,” thus PAGA claims can not be subject to manageability requirements either. The case will now head to the California Supreme Court and Brian and Shant give their predictions on where the court will land. 

In this episode, Jen discusses the California Supreme Court's recent decision in Naranjo v. Spectrum Security Services, Inc. regarding the proper treatment of Labor Code section 226.7 “premium pay.”

In this episode you will hear from Allan James Moore from Calgary Alberta Canada. Allan is an International Safety and Leadership Speaker who started off as a soccer player who turned to comedy who was then chased by elephants and later decided that talking about Safety was a better career for him and his family. Allan will share with us his incredible turn of events and how he managed to put all of his talents and experiences together to educate his audiences about the Good, the Bad and the Ugly when it comes to Safety Leaders. He also shares how he uses storytelling to educate individuals on the 3 Fundamental Rights of all Canadians under Part II of the Labor Code. Al is a master at making somewhat unexciting information but important information....exciting. All that and more on Your Wellness.

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In this episode, we discuss The Vietnamese Labor Code 2019, which was adopted on November 20, 2019 and came into effect on January 1, 2021. The Labor Code 2019 revised several provisions across all chapters of the Labor Code 2012 and companies are expected to comply with these new provisions from January 1, 2021 onwards. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Moderator: Peter Walts (Employment Law Alliance / Global)Guest: Marion Carles-Salmon (DFDL / Vietnam)

Hello guysAgain, no good news this week for all of us living in Slovakia.In addition, this week we have an extra variable due to the pandemic: the chaos!Also how to not mention the change in the Labor Code due to the pandemic?I hope that this last episode of the Slovakia Chronicle podcast could help you to have a better understanding of the latest developments.USEFUL LINKhttps://spectator.sme.sk/c/22590151/money-instead-of-meal-vouchers-rules-for-home-office-working-set.htmlhttps://spectator.sme.sk/c/22593457/situation-in-slovakia-worsens-more-districts-turn-black.htmlhttps://spectator.sme.sk/c/22594058/statistics-on-active-covid-19-cases-in-slovakia-might-be-distorted.htmlhttps://spectator.sme.sk/c/22594109/rules-at-borders-change-everybody-entering-slovakia-from-abroad-must-enter-quarantine.htmlhttps://spectator.sme.sk/c/22594536/in-2020-slovakia-suffered-its-worst-death-toll-since-the-end-of-ww2.htmlDisclaimers for Slovakia Chronicles PodcastAll the information on this website is published in good faith and for general information purpose only. Slovakia Chronicles Podcast does not make any warranties about the completeness, reliability and accuracy of this information. Any action you take upon the information you find on Slovakia Chronicles Podcast , is strictly at your own risk. will not be liable for any losses and/or damages in connection with the use of our website.From our website, you can visit other websites by following hyperlinks to such external sites. While we strive to provide only quality links to useful and ethical websites, we have no control over the content and nature of these sites. These links to other websites do not imply a recommendation for all the content found on these sites. Site owners and content may change without notice and may occur before we have the opportunity to remove a link which may have gone ‘bad'.Please be also aware that when you leave our website, other sites may have different privacy policies and terms which are beyond our control. Please be sure to check the Privacy Policies of these sites as well as their "Terms of Service" before engaging in any business or uploading any information.ConsentBy using our website, you hereby consent to our disclaimer and agree to its terms.

In this webinar, Brett and team answer what employers need to be aware of if their staff works between California and Nevada state lines. When it comes to overtime or even wage and hour laws, what should they be aware of? How do you calculate vacation pay? They also answer the important question of when it makes sense to create an arbitration agreement! All this and more in today’s episode.   Highlights: Please subscribe to this podcast! It helps out the show! Today’s topic will dive into which laws apply when you cross state lines. What do you need to know about Labor Code 226? If an employee works more than 10 hours a day in California, they need to have a total of two 30-minute meal times. How does this differ in Nevada? If you fail to comply with some of these regulations, it could cost you over a million dollars in penalties! The difference between alternative workweek schedules in Nevada and California. What law do you need to follow if workers are working across state lines? What do you do if an employee works five hours in Nevada and five hours in California on the same day? What’s the difference between Labor Code 224 and 226? And how do you know which applies? California is very protective of its employees. If you’re coming into California and working a majority of your time in that state, then you’re subjected to California laws. What do you need to know about minimum wage and overtime if an employee works across state lines? There is a ripple effort on a wage and hour violation that you must be careful of. What is your risk tolerance? Are you dealing with just one employee or hundreds of employees? What do you do about vacation pay? When does it make sense to bring in an arbitration agreement? Q&A Session. If you’re a Nevada-based employer, but your employee is working from home in California, what should you do? Does a Nevada employer have to worry about where their employee’s residence is?   Resources: Suttonhague.com Calnevalaw.com

[youtube https://www.youtube.com/watch?v=R4ou875lubg] The California Labor Commissioner’s Office has filed separate lawsuits against transportation companies Uber and Lyft for committing wage theft by misclassifying employees as independent contractors. Uber and Lyft have misclassified their drivers, which has deprived these workers of a host of legal protections in violation of California labor law, the complaints allege. The goal of the lawsuits is to enforce California labor laws and to ensure that drivers are not misclassified as independent contractors, according to an August 5 press statement (https://www.dir.ca.gov/DIRNews/2020/2020-65.html) announcing the lawsuit. In 2018, the California Supreme Court’s Assembly Bill 5 (https://hr.cch.com/eld/20190AB5-92.pdf), which went into effect on January 1, 2020, extended the ABC test further. Under the ABC test, workers are considered employees unless they are free from control from the hiring entity, perform work outside of the hiring entity’s usual business, and engage in an independently established trade or occupation. The lawsuits seek to recover amounts owed to all of Uber’s and Lyft’s drivers, including the nearly 5,000 drivers who have filed claims for owed wages with the Labor Commissioner’s Office. Moreover, the lawsuits seek recovery for a wider range of statutory violations and damages than those asserted in individual wage claims and other lawsuits. "The Uber and Lyft business model rests on the misclassification of drivers as independent contractors," said California Labor Commissioner Lilia García-Brower. "This leaves workers without protections such as paid sick leave and reimbursement of drivers’ expenses, as well as overtime and minimum wages." The lawsuits allege that by misclassifying workers, Uber and Lyft failed to meet their obligations as employers as required by California labor law—including to pay drivers at least minimum wage for all hours worked, to pay overtime compensation, to provide paid rest periods, to reimburse drivers for the cost of all equipment and supplies needed to perform their work, and for work-related personal vehicle mileage. The suits also allege the companies failed to provide paid sick leave, to provide accurate itemized wage deduction statements, to timely pay all wages owed during and upon separation of employment, and to provide notice of employment-related information required by law. The lawsuits, filed in Alameda County Superior Court, ask the court to order Uber and Lyft to stop misclassifying their employees and provide the protections available to all employees under the Labor Code. The suits also seek the recovery of unpaid wages, penalties, and interest, as well as civil penalties and any costs and reasonable attorneys’ fees incurred by the Labor Commissioner’s Office. The Labor Commissioner’s Office estimates that Uber and Lyft each employ more than 100,000 drivers. Amounts collected by the Labor Commissioner for unpaid wages liquidated damages owed to workers, penalties owed to workers, and reimbursement of business expenses owed to workers will be distributed to all drivers who worked for Uber or Lyft during the period covered by this lawsuit, not just to those drivers who filed individual claims with the Labor Commissioner.

Attorney Steve® Entertainment Law Essentials - The California Talent Agency Act ("TAA") If you are dealing with an agent or personal manager (or don't know the the difference, this show is for you).  Attorney Steve® provides a general legal overview of the act, and whose regulated, and what happens if they are not.  Good general background for first time actors, actresses, and their parents.  This is general legal information only and note legal advice.  Contact us if you need any help with contracts, intellectual property, social media law, celebrity endorsement or disputes involving arbitration and litigation of copyright or entertainment law claims.  We can be reached at VondranLegal.com  Here is the article on our website.

OWC Radio Host, Cirina Catania tackles AB5 issues head on in an in-depth interview with entertainment and tech lawyer Jonathan Handel. of counsel with the law firm of TroyGould and a contributing editor at The Hollywood Reporter. Jonathan covers labor, workplace and legal matters and is a reliable and informed source when we need to know the latest on what is happening in the legal side of the entertainment and tech industries. Do you qualify as an employee or are you a contractor? The answer isn’t so simple, and it may be even more complicated as it applies to those in the music, film, and TV industries. In California, new legislation called AB5 changed the rules effective January 1, 2020. So how do this impact you? Listen in as we answer those questions. Transcript This is Cirina Catania with OWC Radio. I have Jonathan Handel on the line. He's an entertainment technology attorney at TroyGould, and also a frequent contributing editor at The Hollywood Reporter. Jonathan and I have spoken over the years about many issues involving unions and trade and things. Jonathan, you're always the go-to smart guy when I need to know the legal implications of anything that's current, that's happening in the industry. And recently, there's a lot of hullabaloo about this new AB5. So can you explain to our listeners what that is? Sure, it's a pleasure to be back with you. AB5 changes the legal analysis, the legal criteria in California, for whether someone is considered an independent contractor or an employee when they're doing work for someone else. It's called AB5 because it was Assembly Bill 5, the state assembly, the state representatives. And it passed and was signed by the governor last month or several months ago, and it will take effect January 1st of this year and is now part of the laws of the state of California, the Labor Code. Perhaps the first thing to explain is, why do we care? What's the difference between for a worker and for an employer, the difference between someone being an employee versus being an independent contractor? That would be awesome. Let's explain that. Great. Okay. And it turns out that there are some pros and some cons on either side, on the one hand, employees are entitled to a variety of protections, protections regarding minimum wage, so-called Wage and Hour laws. The number of hours they can work, if they're not highly paid the number of hours, they can work before being given a rest break and a break for lunch and things of that sort. When people talk about being paid overtime, that's protection from in wage and hour laws, workers compensation and unemployment insurance when they lose their job, discrimination laws in many cases only apply if someone's an employee, not if they're an independent contractor. Social Security payments, when you're an employee, they deduct money for Social Security from your paycheck, but the employer also has to pay a share and additional share towards social security. So those are advantages of being an employee. Now, the advantages of being an independent contractor are, first of all, that you're not tied to a single employer, whereas often an employee only has one job well, that's not necessarily the case. And the key thing is that if you make use of your home office, make use of your car, and certain other expenses, these things are deductible, for independent contractors are not deductible for employees. In fact, because of the Trump tax reforms, even something like a large expense like a commission to an agent, 10% of your wages going to an agent are not deductible for employees but are deductible if someone is an independent contractor. So I guess I think maybe the next thing to think about is, who falls into what kind of a bucket and can you simply say, "I'm an independent contractor," or "I'm an employee." Even before AB5 assumed that if you were treated as an employee if you were paid wages,

Written employment contracts are not required by the Labor Code. | Atty. Jericho "Jake" Del Puerto | www.laborlaw.ph | info@laborlaw.ph

Brian and Shant discuss the California Supreme Court eliminating employees ability to seek unpaid wages under Labor Code section 558, an important decision regarding 128.7 sanctions, using statistical sampling to establish liability for purposes of class certification, liquidated damages in a settlement agreement, and attorney disqualification.Have questions for us? You can reach us at 213-217-5000, or visit our website at www.kbklawyers.com.

Probationary period should not exceed 180 calendar days, per the Labor Code. | Atty. Jericho "Jake" Del Puerto | www.laborlaw.ph | info@laborlaw.ph

August 25, 2019: Labor Code Penalties For Convicted Union Officers Of Certain Felonies. Why It Is REALLY Important To All Auto-Workers? Please join Co-Host Jeff Brown, and Moderator Leroy McKnight, tonight at 7:00pm edt, and by podcast any time thereafter; where these “Progressives For Change Offer Opinions That Matter”.   Workin 4 A Livin is about the meaning of work for men and women from all backgrounds - in the union and non-union jobs - who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to find us, our podcasts are on I-Tunes, Stitcher, Player. FM, ListenNow and Blog Talk Radio; and can be found on the top right of our website “workin4alivin .com”.   Member – Michigan Association of Broadcasters   Season 4 Episode 27 Our email address: Workin4ALivin@Workin4ALivin.com Follow Us On Twitter: @4_workin

The California Labor Commissioner’s Office is also known as the Division of Labor Standards Enforcement. As that name implies, it enforces many of the laws and regulations that govern employment. For instance, the Labor Commissioner enforces wage and hour laws, Labor Code retaliation laws, and some Workers’ Compensation insurance laws. San Diego employment attorney Ward Heinrichs discusses California Labor Commissioner Cases including Wage & Hour Claims. Read his article on the topic, here: http://blendradioandtv.com/listing/california-labor-commissioner-cases/

Originally posted, December 18, 2017. Updated, January 29, 2018. Bruce Sarchet and Corinn Jackson, both with Littler’s Workplace Policy Institute, review the status of the California Private Attorney Generals Act, which authorizes employees to recover penalties for many Labor Code violations. They discuss how PAGA currently operates, explore open questions concerning the law, and summarize the recent employee-friendly Lopez v. Friant & Associates appellate court decision. Bruce and Corinn also look ahead, addressing possible legislative clarification of PAGA as well as ballot initiatives that might put PAGA amendments to a vote in 2018.

Handel on the Law, Marginal Legal Advice

Luke Wake (NFIB Small Bus. Legal Center) argues why plaintiffs' claims in a pending Cal. Supreme Court employment case stretch Labor Code "day of rest" protections too far; Will Jay Pirkey (Dep. City Atty, LA) explains how the court's recent decision in Perry v. Bakewell Hawthorne LLC makes untimely expert disclosure more likely to torpedo your summary judgment defense

It's now officially springtime. That being said, it's time to start treating the house for those warm weather bugs. I've committed to doing my own pest control, and even bought anew sprayer for the job. Of course, now I'm sick from the pesticides, and it's not the first time it's happened.In the news, I've got cell phone face masks and more than a couple stories about being under the influence. Speaking of under the influence, this week's featured podcast is "Ice and the Face."-BULLSHIT FROM THE NEWS--Mask Muffles Your Voice to Keep Phone Calls Private-Hushme is a bizarre high-tech mask that blocks the sound of the wearer’s voice so that people nearby can’t hear what is being said. Hushme also features external speakers that play a variety of sounds when you speak.http://gethushme.com/-Belgian Church Turns into Beer Bar after Every Sunday Mass-In Brielen, a small Belgian village of only 700 inhabitants, it was customary for church goers to meet up for a beer after every Sunday mass. That became a problem after the last bar in the village closed down, but the local priest was more than happy to keep the tradition going by turning the church into a bar after Sunday mass.-Colombians Can Now Go to Work Drunk Or High as Long as It Doesn't Affect Their Performance-A reinterpreted article in Colombia’s Labor Code was recently approved by the country’s Constitutional Court, thus allowing people to show up for work drunk or under the influence of narcotics as long as their productivity is not affected.-Someone donated sixty ounces of marijuana to Goodwill-Goodwill workers in Monroe, Washington opened a donated cooler and found five bags of weed inside. (That's 60 times the amount that's legal to possess in Washington.)-RECOMMENDED LISTENING-ICE AND THE FACEhttp://www.iceandtheface.com/"Ice and The Face is Rick and Sarah, respectively. It is a nsfw dystopian comedy podcast released once a week for your ear-holes to soak up and expel accordingly. We dive deep into the ridiculous shit happening in the world today and laugh heartily at all of its absurdity as it burns to the ground. We subscribe to our one rule, hilarity over feelings!"

It's now officially springtime. That being said, it's time to start treating the house for those warm weather bugs. I've committed to doing my own pest control, and even bought anew sprayer for the job. Of course, now I'm sick from the pesticides, and it's not the first time it's happened.In the news, I've got cell phone face masks and more than a couple stories about being under the influence. Speaking of under the influence, this week's featured podcast is "Ice and the Face."-BULLSHIT FROM THE NEWS--Mask Muffles Your Voice to Keep Phone Calls Private-Hushme is a bizarre high-tech mask that blocks the sound of the wearer’s voice so that people nearby can’t hear what is being said. Hushme also features external speakers that play a variety of sounds when you speak.http://gethushme.com/-Belgian Church Turns into Beer Bar after Every Sunday Mass-In Brielen, a small Belgian village of only 700 inhabitants, it was customary for church goers to meet up for a beer after every Sunday mass. That became a problem after the last bar in the village closed down, but the local priest was more than happy to keep the tradition going by turning the church into a bar after Sunday mass.-Colombians Can Now Go to Work Drunk Or High as Long as It Doesn't Affect Their Performance-A reinterpreted article in Colombia’s Labor Code was recently approved by the country’s Constitutional Court, thus allowing people to show up for work drunk or under the influence of narcotics as long as their productivity is not affected.-Someone donated sixty ounces of marijuana to Goodwill-Goodwill workers in Monroe, Washington opened a donated cooler and found five bags of weed inside. (That's 60 times the amount that's legal to possess in Washington.)-RECOMMENDED LISTENING-ICE AND THE FACEhttp://www.iceandtheface.com/"Ice and The Face is Rick and Sarah, respectively. It is a nsfw dystopian comedy podcast released once a week for your ear-holes to soak up and expel accordingly. We dive deep into the ridiculous shit happening in the world today and laugh heartily at all of its absurdity as it burns to the ground. We subscribe to our one rule, hilarity over feelings!"

An intern is not someone you simply elect to work for you and not pay. If the person is working for you, they are an employee and the Labor Code will apply. However, there is an exception to the Labor Code that allows true interns or externs to come into your place of business and perform tasks without pay, so both can reap benefits. Otherwise, your intention to bring on free labor because you cannot afford to pay someone will expose you to audit by the Labor Commissioner’s office or EDD, and/or liability to any intern who worked for you for up to four years after they leave your employ.   Learn more on this episode of the Bottled Business Sense Show. Bill Bernard – WFBLegalConsulting.com bill@wfblegalconsulting.com 949.698.6222 LAWYER for BUSINESS Rick Moscoso – Captivate365.com rick@captivate365.com 949.667.1182 The Bottled Business Sense Show provides practical business perspectives that uniquely emphasize both legal and media marketing strategies that protect and insure the longevity of your business.

Nasir and Matt discuss the recent conflict between the California Labor Code and Industrial Welfare Commission concerning a second meal period for healthcare employees working in excess of 12 hours. Full Podcast Transcript NASIR: All right. Welcome to our business law podcast. My name is Nasir Pasha. This is where we cover business in the news and add our legal twist, and it’s just me today, right? MATT: I’m also here. I’m Matt Staub. NASIR: Oh. Oh, okay. Well, Matt Staub joining us once again. Thank you for joining us. MATT: Your intros remind me of – I’m going to have to explain this to you first. So, for baseball, typically, you have a line-up where you have your batting order and it stays fairly constant throughout the year. I mean, you have maybe your speed guys up front, your first one or two batters, and then your power hitters at three, four, five, and then maybe six and then, like, seven, eight, nine is your worst hitters. But, if you’re in a slump, if the team’s in a slump, sometimes the manager will just, like, throw everyone’s name in a hat and then, you know, you’ll pick a number and you’ll have, like, a random batting order. That’s how I see the intros. It’s the same nine pieces, but it’s always mixed around because you did, like, part seven then, you know, your name was one, but that came later so it was very, very interesting. NASIR: Well, believe it or not, I actually put much more thought in it than you think. I spend the night before usually writing it and it actually comes out exactly how I write it up so it may seem random but it’s not. This takes skill. MATT: Yeah, I’m not complaining about it. You always keep me guessing. NASIR: I appreciate that. MATT: Well, we have some California employment law that we’re going to discuss today. NASIR: Nice. MATT: Everybody, hold onto your seats because this is going to be a big one. I think it pertains to health care workers which, I imagine, the ones that are working these 12-hour-plus shifts probably aren’t listening to this podcast – or maybe they are if they’re doing this during their break. NASIR: Or maybe on the job, yeah. I know some health care workers that do listen to our podcast. So, yeah, I think they’re listening to us right now and probably going to sue their employer after this episode, probably – hopefully not. MATT: Hopefully not. So, we have the California Labor Code and then we have the Industrial Welfare Commission – the IWC. So, basically, what happened was there was a recent decision that health care workers cannot waive their second meal period when working in shifts of excess of 12 hours despite the IWC’s order saying that they could. You know, typically, people work 8 hours. That’s, like, a standard work day. But, if you’re working in excess of that, you do get a second meal period after a certain amount of time. So, if you’re working in the health care industry and you work in excess of 12 hours, what they were recently saying was you can just waive that second meal period and keep on working because, typically, if you’re working those sort of shifts, they need you to be there and be working or else they’ll probably just send you home. So, that’s what workers were doing. But, now, they’ve decided that, “Hey, you actually can’t waive that second period and you’re going to have to work.” So, this is going to be a pretty challenging thing for hospitals and other health care companies, but this can pertain to other businesses as well. Typically, people aren’t working 12-hour shifts, but I think this can stretch possibly to other industries. NASIR: I think for lawyers and even employers, it kind of puts you off a little bit because, okay, all of a sudden, okay, you have the Labor Code that specifies you have to have this second lunch after 12 hours or at 12 hours, that’s fine, right? But then, the IWC comes out with their wage order which typically what happens is this agency is usually assigned to kind of clarify some of these n...