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Category Archives: Uncategorized

Restaurant Employee Handbooks: Why every restaurant should have one

The article featured in Location Matters by Lauren Bushman, Associate at TencerSherman Employee handbooks are like a good sunscreen, one generally does not realize the importance of protection until they get burned. Employment claims are on the rise and can be detrimental to a restaurateur’s company culture and business success. With the intense nature of the restaurant industry, including high employee turnover, minimal profit margin, and cutthroat competition, restaurateurs cannot afford employee lawsuits. The good news is that the risk of employee lawsuits is easily mitigated if restaurants simply implement and refine particular practices. This is where an employee handbook comes.... Read More >


California Supreme Court Drastically Redefines Independent Contractor Requirements

After nearly two decades of litigation, the California Supreme Court pronounced a new standard for determining whether a worker is categorized as an employee or independent contractor. In this decision, delivery drivers who were once categorized as employees and later reclassified as independent contractors filed suit alleging they performed the same tasks despite their classification change. The new test is a short and sweet 3-prong standard, which makes it drastically more difficult for businesses to classify their works as independent contractors. To properly categorize a worker as an independent contractor, an employer must be able to show all three of.... Read More >


Sam Sherman Listed in 2018 San Diego Super Lawyers Magazine

TencerSherman is proud to announce that Sam Sherman was selected for the 2018 San Diego Super Lawyers list. Here’s your chance to catch up on the latest happenings of excellent attorneys in your area with the release of the 2018 San Diego Super Lawyers Magazine. The digital version contains the entire print publication. To access the archive of the Super Lawyers Magazine digital editions, click here.


California Supreme Court Grants PAGA Plaintiffs Right to Broad Discovery of Employee Contact Information

The California Supreme Court dealt another blow to employers defending wage and hour litigation in California by ruling that PAGA plaintiffs do not need to show good cause to justify broad discovery of the names and contact information of all potentially aggrieved employees at the outset of the case. In Williams v. Superior Court (Marshalls of California), the plaintiff filed a representative claim under the Private Attorneys General Act (“PAGA”) against Marshalls on behalf of all non-exempt California employees alleging various labor code violations. Early in the litigation, the plaintiff sought the names, contact information and employment history for all approximately.... Read More >


Arbitration Waivers May Keep Employers Out of Labor Commissioner Hearings

Many employers require employees to sign agreements that waive their right to bring a case in state court and agree to bring any claims through arbitration. Such agreements are generally enforceable as long as they contain required language. The question in this case is whether these contracts are enforceable when an employee files a claim with the Labor Commissioner instead of in state court. Recently, an auto mechanic filed a wage claim for $100,000 with the California Labor Commissioner against his former employer. The employer tried to enforce the arbitration provision contained in an agreement with the employee to avoid.... Read More >


Liability for Retaliation Claims Against an Employer Includes “Any Person”

The Ninth Circuit Court of Appeal recently held that an employer’s attorney could be liable for retaliation after he reported an undocumented employee in a wage and hour claim to the Immigration and Custom Enforcement agency. (Arias v. Raimondo (9th Cir. June 22, 2017, No. 15-16120), 2017 WL 2676771.) In Arias v. Raimondo, the employee, Arias, sued his former employer’s attorney, Raimondo, because the attorney reported Arias to ICE to take him into custody at his deposition in his wage and hour case against his employer, Angelo Dairy. Arias sued Raimondo for retaliation claiming Raimondo acted as an agent of.... Read More >


Employer Friendly PAGA Representative Decision

Back in May, the California Supreme Court clarified an employer’s obligation to provide its employees with a weekly day of rest when employees filed a suit against Nordstrom. (Read the article here.) After the Court held that Nordstrom did not violate the Labor Code because the employees did not work more than six consecutive days in any Nordstrom workweek, the employees circled back for one more try at their claims under the Private Attorney General Act (PAGA). PAGA allows an aggrieved employee to bring a claim on behalf of himself or herself and other current or former employees to recover.... Read More >


Attention Small Businesses: Gender Pricing Discrimination Law Updated

California enacted the Small Business Gender Discrimination in Services Compliance Act (Assembly Bill Number 1615) at the end of July, which expands existing law regarding prohibition on gender-based pricing discrimination. The existing law prohibits a business from discriminating on the basis of a person’s gender with respect to the price charged for services of similar or like kind. However, a business may charge different prices based specifically upon the amount of time, difficulty, or cost of providing the service. Specified business, including tailors, barbers and hair salons, and dry cleaners and laundries providing services to individuals, are required to: Post.... Read More >


Employee Day of Rest

Last week, the California Supreme Court clarified an employer’s obligation to provide its employees with a weekly day of rest. This clarification required interpretation of the Labor Code provision which prohibits an employer from “caus[ing] his employees to work more than six days in seven.” This issue arose when a Nordstrom employee filed a suit alleging that Nordstrom caused him to work more than six days consecutive days when his supervisor asked him to fill in for another employee. The Court agreed with Nordstrom that an employee may be required to work more than six consecutive days, as long as.... Read More >


Employer Liable for Employee Accident on Drive to Work

The law continues to evolve in answering the question of when an employer is held liable for an employee’s actions. The legal doctrine of “respondeat superior” imposes liability on employers for actions of their employees. The purpose of the doctrine is three fold: (1) to encourage accident prevention; (2) to allow an innocent person to be more likely to collect damages; and (3) to encourage employers to protect against risk by obtaining insurance and spreading those costs over the entire business. Last month, the California court took another look at a situation in which an employee collided with a motorcycle.... Read More >


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