Employment Law Blogs2019-02-08T09:56:09-07:00

Employment Law Blogs

Keeping you up to date.

Let Hackler Flynn Law keep you up to date on new California employment laws and regulations. We post frequently to keep our clients up to date so be sure to check back often or sign up for our newsletter.

The General Data Protection Regulation and what you need to know about it

The General Data Protection Regulation and what you need to know about it The General Data Protection Regulation (GDPR) in the name of the new European privacy regulation that came into effect in May 28, 2018.  The purpose of the GDPR is to give all individuals in the European Union (EU) increased control over their personal data. Through new regulation, GDPR is changing the way data is captured, used and managed. The GDPR applies to all websites or mobile applications collecting data from EU residents.  Since the internet is a global marketplace, GDPR can apply to virtually any online business

By |December 3rd, 2018|Categories: Contracts|Tags: , , |

Need a Nanny? Rules to Consider:

Need a Nanny? Rules to Consider: Finding the best child care for your family can be a challenge given the array of options.  If you decide to hire a nanny to come to your home to care for your children – whether they live with you full-time or not – there are tax and labor laws and regulations you need to consider. Nannies are Employees First, it is important to understand that nannies who care for your children in your home are not independent contractors; they are employees.  Even if your nanny wants to be an independent contractor, you cannot

B is for Beware: Companies Should Heed Factor “B” of the New Dynamex “ABC” Test

Reprint from Verdict Magazine - written by Cynthia Flynn.  Volume II 2018. The California Supreme Court’s landmark decision in Dynamex Operations West v. Superior Court, 4 Cal. 5th 903 (2018) threw out the 30-year old criteria established in S.G. Borello & Sons, Inc. v. Dept. of Industrial Relations, 48 Cal. 3d 341 (1989) used to determine if a worker is properly classified as an independent contractor, or if they must be an employee. The Dynamex “ABC” test simultaneously simplified the test and made it more restrictive for employers.  Factor “A” requires that, to be a true independent contractor, the worker

By |November 29th, 2018|Categories: Employment Law, Lawsuits|Tags: , , , |

Choosing the Right Business Entity

Choosing the Right Business Entity Building a business is exciting.  However, it's also stressful when trying to decide on the appropriate legal entity for your business. In California you have many different types of business entities to choose from.  It is important to properly evaluate each type of business entity, since selecting the correct business entity from the beginning will save you both time and money in the long run. Here's a brief description of business entities you can choose from in California, with some pros and cons of each. Sole Proprietorship A sole proprietor is ran by one person

By |November 28th, 2018|Categories: Contracts|Tags: , , , |

Who Controls Your Company’s Social Media? (And What to Do When They Leave)

Who Controls Your Company’s Social Media? (And What to Do When They Leave) Imagine this: Your marketing officer (or PR rep, or social media guru), handling your company’s presence and posts on social media becomes upset.  He or she quits on the spot.  This former employee has access to your Instagram, Facebook, and Twitter accounts. The next day, you find out that they’ve still been busy … using your own social media accounts to insult your company and your brand, and to air their personal grievance.  What do you do? What are your rights? And – perhaps most importantly –

By |November 26th, 2018|Categories: Employment Law|

Alternative Workweeks and What Not to Do: Maldonado v. Epsilon Plastics

Reprint from Orange County Lawyer Magazine - written by Cynthia Flynn.  October 2018. Any employer with hourly, non-exempt employees in California, probably knows to pay overtime if they work more than 8 hours a day or 40 hours a week.  They are also doubtlessly aware that the Labor Code requires certain information to be disclosed on employees’ pay stubs, such as the employer’s correct name and address (no P.O. Boxes), each applicable rate of pay (regular and overtime) and hours worked. Cal. Labor Code §§ 226(a), 510(a). Failing to comply with these laws can mean lawsuits, including class actions and

By |November 17th, 2018|Categories: Employment Law|Tags: , |