22 Aug 2012
August 22, 2012

Proper Record Keeping is Key

August 22, 2012 0 Comment

Do you keep careful time records for your employees? How careful? Even if you think you are doing the right thing, you still may want to check again. Employers are required to keep time records showing when the employee begins and ends each work period, as well as meal periods, split shift intervals and total.. read more →

08 Aug 2012
August 8, 2012

Terminations Can Lead to Litigation. What Can You Do?

August 8, 2012 0 Comment

Every termination has the potential of leading to a lawsuit. Here are several things every employer should think about to minimize that risk. 1.    Terminating an Employee for Absenteeism: Be careful not to terminate an employee for an absence that is protected under the FMLA, ADA or jury-duty. But if the absences are not protected,.. read more →

08 Jun 2012
June 8, 2012

The Right Discipline Policy

June 8, 2012 0 Comment

In our ongoing effort to help companies avoid employment claims, we present another suggested company policy. This article discusses the difficult task of disciplining employees. There are no specific laws on how to discipline employees. But having a clear discipline policy may be a solid method to protect your company from claims of wrongful termination… read more →

12 Apr 2012
April 12, 2012

California Supreme Court Sides With Employers

April 12, 2012 0 Comment

Today, the California Supreme Court issued its long awaited decision in Brinker v. Superior Court (Hohnbaum). California Employment lawyers representing both plaintiffs and defendants were eagerly waiting this decision because it would determine an important issue facing employers: Do employers have to just “provide” meal breaks or actually “ensure” that the meal breaks are taken… read more →

08 Feb 2012
February 8, 2012

De Castro & Morrow Success Story

February 8, 2012 0 Comment

One of our clients was being sued by several former employees who claimed unpaid wages and missed meal breaks. The Plaintiffs were trying to convert their case to a class action. If they won, the class could have included more than 200 individuals, with potential liability in excess of $6,000,000. The Plaintiffs brought a motion.. read more →