Best Employer Lawyers in Glendale

About Employer Law in Glendale, United States

Employer law in Glendale, California, refers to the range of legal responsibilities, obligations, and rights that employers must follow in their relationships with employees. This area of law encompasses everything from hiring and termination, workplace safety, wage and hour regulations, discrimination, harassment, and compliance with both federal and state employment laws. Given that Glendale falls within Los Angeles County and the state of California, employers must comply with a mixture of local, state, and federal laws, many of which provide strong protection for employees and impose detailed requirements on employers.

Why You May Need a Lawyer

There are many scenarios where employers or business owners in Glendale may require legal assistance. Some common situations include:

- Drafting or reviewing employee handbooks and employment contracts - Navigating wrongful termination claims or defending against lawsuits - Ensuring compliance with wage and hour laws, such as overtime and meal breaks - Handling workplace harassment or discrimination complaints - Addressing issues related to employee classification (independent contractor vs. employee) - Managing layoffs, furloughs, or reductions in force - Responding to investigations by government agencies - Developing workplace policies regarding COVID-19, workplace safety, or leave laws - Representing your interests in mediation, arbitration, or litigation - Advising on employee privacy rights, drug testing, or background checks

Legal counsel can help employers avoid costly mistakes, lawsuits, and penalties by ensuring ongoing compliance and proper documentation.

Local Laws Overview

Glendale employers must navigate a complex array of laws, including:

- California Labor Code: Many provisions are more protective of workers than federal law, such as stricter overtime rules, meal and rest break requirements, and policies on final paychecks. - Los Angeles County Wage Ordinances: Each city, including Glendale, may have its own minimum wage rates and unique labor requirements that exceed state or federal standards. - Anti-Discrimination Laws: California’s Fair Employment and Housing Act (FEHA) provides strong safeguards against discrimination, harassment, and retaliation. - Paid Leave Laws: Employers are required to follow California’s paid sick leave laws and, in some cases, local sick leave ordinances as well. - Workplace Safety: The Cal/OSHA program, stricter than federal standards, requires employers to establish and maintain safe working environments. - Payroll Practices: There are strict requirements for wage statements, recordkeeping, and payment timelines. - CFRA and FMLA: These laws entitle employees to protected leave for certain family and medical reasons, with California’s law often being broader than the federal counterpart.

These legal standards can create additional compliance obligations for Glendale employers beyond what may apply in other states.

Frequently Asked Questions

What is the minimum wage for employees in Glendale?

Glendale follows local and state minimum wage laws, which often increase over time. Employers must stay informed and ensure they are paying at least the current minimum wage applicable in Glendale and Los Angeles County.

Can I terminate an employee at-will in Glendale?

California is generally an at-will employment state, meaning employers can terminate most employees without cause. However, termination cannot be for illegal reasons, such as discrimination, retaliation, or in violation of an employment contract.

What are my obligations regarding overtime and breaks?

Most non-exempt employees in Glendale must receive overtime for hours worked over eight in a day or forty in a week. Additionally, employers must provide meal and rest breaks at specified intervals as detailed by the California Labor Code.

How do I classify workers as employees or independent contractors?

California’s "ABC test" under Assembly Bill 5 makes it harder to classify workers as independent contractors. The test considers the level of control, the nature of the work, and whether the work is part of the regular business.

How should I handle complaints of harassment or discrimination?

Employers must promptly investigate and remedy any complaints. Strong anti-harassment policies, manager training, and thorough documentation are essential to compliance.

What types of leave am I required to provide?

Employers in Glendale must accommodate a range of protected leaves, including paid sick leave, family and medical leave, pregnancy disability leave, and in some cases, additional city or state-specific leaves.

Are there special requirements for employing minors?

Yes, both state and federal laws limit the hours and types of work minors can perform, as well as requiring permits for employment.

What records must I keep on my employees?

Employers are required to keep accurate records of hours worked, wages, meal and rest breaks, and other employment details for each employee, usually for at least three years.

How do I handle layoffs and final paychecks?

California law requires most final paychecks to be issued immediately upon termination or within 72 hours if there is no notice. Accrued vacation and PTO may also need to be paid out.

What agency enforces labor laws in Glendale?

Several state and federal agencies may enforce labor laws in Glendale, including the California Labor Commissioner (DLSE), the Department of Fair Employment and Housing (DFEH), and the federal Department of Labor (DOL).

Additional Resources

If you need more information, these resources may prove helpful:

- California Department of Industrial Relations (DIR): For wage, hour, and workplace safety information - Division of Labor Standards Enforcement (DLSE): For help with wage claims and labor law questions - California Department of Fair Employment and Housing (DFEH): For discrimination and harassment claims - Los Angeles County Consumer and Business Affairs: For business compliance resources - Local Glendale Chamber of Commerce: For local regulations and business support - U.S. Department of Labor (DOL): For federal employment laws and guidelines

Next Steps

If you need legal assistance as an employer in Glendale, consider taking the following steps:

- Gather all relevant employment documents, such as contracts, handbooks, policies, or correspondence - Clearly outline your concerns or questions to help your legal advisor - Research local attorneys or law firms with expertise in California employment law - Schedule a consultation to discuss your specific situation - Ensure you comply with all recordkeeping and reporting requirements in the interim - Stay informed about changes in city, county, and state employer laws that may affect your obligations

Proactively seeking legal advice can help you avoid disputes, minimize liability, and maintain a productive workplace that complies with all legal requirements.