A recent California Court of Appeal decision addressed the question of whether an employer’s use of a payroll system that automatically rounds employee time up or down to the nearest quarter-hour violates the requirement that employers pay their employees for all hours worked. While the court in AHMC Healthcare, Inc., v. Superior Court found the employer’s system in question to be lawful under established precedent, the opinion nonetheless implicitly flags the potential risks associated with these kinds of rounding practices. When sophisticated software exists that can compute time worked to the minute, the risks and costs of a rounding system may outweigh the benefits.
California recently passed legislation intended to provide enhanced protection from defamation claims by alleged sexual harassers against employers who have terminated them, and against victims who have accused them of workplace sexual harassment. AB 2770
, signed into law by Governor Jerry Brown on July 9, 2018, expands the definition of a “privileged communication” as a defense to defamation claims brought by an alleged sexual harasser.