California Labor &
Employment Law Blog

May. 1 2009

California Senate Rejects Bill to Ease Alternative Workweek Rules

Topics: Legal Information

On April 29, the California Senate Labor and Industrial Relations Committee rejected an employer-friendly bill (SB 187) aimed at making it easier for employers to lawfully allow employees to work an alternative workweek schedule. If passed, the bill would have allowed individual employees to request a compressed four day per week work schedule (four ten hour days) and if the employer agreed, overtime compensation would not have to be paid for hours worked under the regular four day per week schedule. The bill would have provided a workable alternative to the rigid election process employers must now use in order to adopt a valid alternative workweek schedule, and would have allowed individual employees greater flexibility in scheduling their workweeks. Notwithstanding the benefits the bill would have provided both employers and employees, the Senate rejected the bill this week on party lines, with two Republican Senators voting in favor of the bill and four Democratic Senators voting against the bill.

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For over 20 years, CDF has distinguished itself as one of the top employment, labor and immigration firms in California, representing employers in single-plaintiff and class action lawsuits and advising employers on related legal compliance and risk avoidance. We cover the state, with five locations from Sacramento to San Diego.

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About the Editor

Robin Largent has a regular presence in California state and federal courts and has been lead defense counsel and appellate counsel for large and small California employers in litigation (and arbitration) ranging from individual discrimination and harassment claims to complex wage and hour representative and class actions. She also leads the firm’s appellate practice, having substantial experience and success handling appeals, writ petitions, and amicus briefs in both state and federal court on issues such as class certification (particularly in the wage and hour arena), manageability and due process concerns associated with class action trials, exempt/non-exempt misclassification issues, meal and rest break compliance, trade secret/unfair competition matters, and the scope of federal court jurisdiction under the Class Action Fairness Act.
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