Compliance Stuff

Target Corporation recently defeated class certification in a case pending in United States District Court for the Central District of California in  Montgomery, et al. v. Target Corp., et al.  The decision, authored by the Honorable Jesus G. Bernal, highlights the importance of the evidence presented in a motion for class certification, particularly in federal court. In this case, the plaintiffs alleged, among other things, that meal break premiums were not paid at the regular rate of pay (RROP) , that managers adjusted meal break time punches to cover up non-compliant breaks, that Target required on-premises rest breaks for a period of time, that employees were required to use their personal cell phones to look up items for customers without reimbursement, that employees were forced to clock out for meal breaks and continue working during the busy holiday periods, and that employees were forced to wait long periods to clock in for work without pay. In support of the motion ...

California and federal laws require lactation accommodations for breastfeeding employees. The federal lactation accommodation law called  the PUMP Act  has many of the same requirements as the state law, however there are some details of state law that California employers should take note of. Here are the key points employers need to know. California’s lactation accommodation laws are among the most comprehensive in the United States. Under California Labor Code Sections 1030-1034, employers are required to provide: Reasonable Break Time:  Employers must provide reasonable break time for employees to express breast milk. T his break time should ideally coincide with any existing break time provided to the employee. If it doesn’t, the break time for expressing milk does not need to be paid. Private Space:   employers must provide a room or other location, other than a bathroom, in close proximity to the employee’s work area, which is private and free from intrusion ...