As previously reported here, the California legislature ended its regular session by sending a mixed bag of bills to the Governor for consideration.  Most were vetoed but those that were signed into law present some new challenges and opportunities on topics ranging from organ donor leave to meal period relief for some employers to a re-orientation of Cal-OSHA’s penalty categorization scheme.
 

For more information on this subject, please see the GT Alert authored by Jim Nelson and Daniel Leacox, which describes the new laws effective January of 2011 as well as the significant legislation vetoed which may be back next year depending on the outcome of the election.

Print:
Email this postTweet this postLike this postShare this post on LinkedIn
Photo of Justin F. Keith Justin F. Keith

Justin helps unionized businesses maintain successful labor relations and helps non-union companies maintain direct relationships with their employees through education, training, and proactive union awareness. His labor practice encompasses all aspects of labor relations, including unfair labor practices, representation proceedings before the National

…

Justin helps unionized businesses maintain successful labor relations and helps non-union companies maintain direct relationships with their employees through education, training, and proactive union awareness. His labor practice encompasses all aspects of labor relations, including unfair labor practices, representation proceedings before the National Labor Relations Board and Courts of Appeal, contract negotiations, strikes and lockouts, grievances, and arbitrations. Justin also represents employers in all areas of employment law—including reductions in force, litigation of discrimination, harassment, whistleblower, and retaliation claims, and numerous other personnel and workplace issues—before state and federal agencies and in courts throughout the country.

Justin Co-Chairs the firm’s Labor & Employment Practice’s Labor-Management Relations group and advises clients in all areas of traditional labor law, including union organizing campaigns, collective bargaining negotiations, unfair labor practice charges and representation case proceedings before the NLRB, union awareness strategy and training, strike response and contingency planning, grievance arbitration proceedings, and appellate litigation before the NLRB and the Courts of Appeals. Justin was co-counsel to New Process Steel in the landmark Supreme Court case, New Process Steel v. NLRB, 560 U.S. 674 (2010). He is also a contributing editor of The Developing Labor Law, the leading treatise on U.S. labor law, and a frequent speaker to legal and industry groups on labor and employment issues.

Justin has litigated dozens of wage and hour class actions brought under the Massachusetts Wage Act and nationwide collective actions under the Fair Labor Standards Act. He represents employers across a broad spectrum of industries, including retail, transportation, delivery services, and telecom services in nationwide class and collective actions brought throughout the country.

Justin regularly provides counsel to senior management and human resource personnel on employment law compliance matters, such as reductions in force, leaves of absence, exempt status classification under the FLSA and state law, employee discipline, sexual

Read more about Justin F. Keith
Show more Show less
Related Posts
biometric-data-fingerprint
BIPA Update: Illinois Limits Liability and Clarifies Electronic Consent for Biometric Data Collection
August 14, 2024
mike slocum and pamela white
Employers Await Supreme Court's Ruling on the Future of 'Chevron' Deference
May 7, 2024
Century City At Dusk With Griffith Observatory
West Hollywood, Century City and Griffith Observatory at sunset. Parts of Griffith Park Visible
 Implications of California Senate Bill 365 for Employers in Light of Estrada
February 13, 2024