Cohelan Khoury & SingerCohelan Khoury & Singer2026-07-14T14:48:08Zhttps://www.ckslaw.com/feed/atom/WordPress/wp-content/uploads/sites/1303817/2024/06/cropped-Cohelan-Khoury-Singer-site-image-32x32.pngOn Behalf of Cohelan Khoury & Singer<![CDATA[Did your workplace rights just change? A guide to California’s July 1st employment updates]]>https://www.ckslaw.com/?p=470252026-07-05T19:49:28Z2026-07-05T19:49:28ZIf your paycheck looks the same after July 1, you could be earning less than the law allows. California rolled out mid-year wage increases and new workplace rules this month. These changes may affect your right to proper pay and fair treatment at work.
New local minimum wage rates
California's statewide minimum wage rose to $16.90 per hour this year. Many Southern California cities set higher local rates that increased on July 1. Your employer must pay the rate for the city where you work. The new local rates include:
Pasadena: $18.57 per hour.
Santa Monica and Los Angeles County: $18.47 per hour.
City of Los Angeles: $18.42 per hour.
Malibu: $17.91 per hour.
Hotel and hospitality workers in cities like Long Beach may earn even more, up to $26.50 per hour.
Higher pay for health care workers
Health care workers also received raises on July 1. Covered workers may now earn $25, $23 or $22 per hour. The exact tier varies by facility type under the state's phase-in schedules. If you work at a hospital or clinic, check which tier applies to your role.
Pay transparency and your rights
Earlier 2026 rules remain in effect too. Senate Bill 642 requires employers with 15 or more employees to post a good faith pay estimate in job listings. Broad or vague salary ranges may no longer comply.These rules matter because wage violations often go unnoticed. Misclassification as an exempt employee or independent contractor can wrongly deny you minimum wage protections. If you raise a pay concern and get fired for it, that could point to wrongful termination.
What these updates mean for you
July brought higher local wage floors, new health care pay tiers and stronger pay transparency requirements. Together, these updates strengthen your right to accurate pay under California employment law. Knowing the correct rate for your city and role helps you spot problems early. If your situation becomes complicated or contested, an attorney can help you understand your options.]]>On Behalf of Cohelan Khoury & Singer<![CDATA[Forced to work through the heat? What California law says about off the clock shade breaks]]>https://www.ckslaw.com/?p=470232026-07-03T10:15:40Z2026-07-03T10:09:45Z heat can make outdoor work more difficult and increase the risk of serious health problems. California has some of the nation's strongest workplace heat protections to help reduce those risks. If your employer requires you to clock out for a mandatory cool down break or expects you to keep working instead of recovering in the shade, you may have questions about your rights.
When should you receive a paid cool down break?
California employers generally must provide access to shade when temperatures reach at least 80 degrees for employees who work outdoors. Employees also may take a preventative recovery period in the shade whenever they feel the need to protect themselves from overheating. These breaks give you an opportunity to cool down before heat related symptoms become more serious.Under California law, these recovery periods count as hours worked. As a result, your employer generally should not require you to clock out during a mandatory cool down break. The regulation also encourages employees to take recovery periods when needed instead of delaying a break because they worry about losing pay.
What could count as a wage and hour violation?
A heat recovery period exists to protect your health. If your employer discourages you from taking a recovery break or refuses to pay you for that time, the situation could raise wage and hour concerns under California law. In some situations, an employer also may pressure employees to shorten or skip a required recovery period, which could increase the risk of heat related illness.Examples may include:
Requiring you to clock out before taking a mandatory shade break
Expecting you to continue working during a required recovery period
Deducting pay for time spent during an employer required cool down break
These examples do not cover every situation. The facts of your workplace and your employer's practices may affect how California law applies.
Why do paid recovery periods matter?
Heat related illnesses can develop quickly, especially during long shifts outdoors. Paid recovery periods may encourage you to take the time you need without worrying about losing wages. They also support safer working conditions by giving you an opportunity to recover before returning to work.These protections may benefit employers as well. Following California's heat safety requirements may help reduce workplace injuries while supporting compliance with state workplace standards.
Protecting your rights under California heat safety law
Understanding your rights may help you recognize when a workplace practice does not align with California's heat safety and wage laws. If questions arise about unpaid shade breaks or work performed during a required recovery period, learning more about California's workplace protections and getting proper legal advice may help you better understand your legal rights and the employment law options that may apply to your situation.]]>On Behalf of Cohelan Khoury & Singer<![CDATA[Summer jobs and wage theft: do California youth have the same rights?]]>https://www.ckslaw.com/?p=470222026-06-04T22:16:38Z2026-06-04T22:16:38ZThe California minimum wage applies to everyone
A frequent violation involving youth employment is the "beginner" wage bluff. Unscrupulous business owners attempt to pay a lower hourly rate to teenagers or college students, claiming they lack experience.
The statutory baseline: The state minimum wage is $16.90 per hour for all employers, regardless of age or headcount. In San Diego, this minimum wage is $17.75 per hour.
The learner restriction: Employers may pay "learners" (workers with no prior experience in that occupation) 85% of the minimum wage, but only for their first 160 hours of employment. Local county or city ordinances frequently mandate higher local minimums and prohibit learner exceptions entirely.
Attempting to pay a student less than the statutory base rate beyond the strict 160-hour learner window constitutes a direct wage violation of the California law.
Overtime, breaks, and tip protection
Whether a student is home from college or in high school dictates their maximum summer hours, but it never alters their right to standard workplace protections:
Overtime mandates: Adult seasonal workers and non-exempt students must receive 1.5 times their regular pay rate for any work exceeding 8 hours in a workday or 40 hours in a workweek.
Meal and rest breaks: Under Industrial Welfare Commission (IWC) Wage Orders, workers are guaranteed a paid 10-minute rest break for every 4 hours worked, and an unpaid, uninterrupted 30-minute meal break for shifts over 5 hours. Missing a break triggers a mandatory penalty equal to one additional hour of pay.
Tip retention: Tips belong exclusively to the employee. Managers and supervisors are strictly prohibited from taking any percentage of tips or using them to offset the minimum wage.
California's strict structural break rules dictate that if an employer fails to provide an uninterrupted meal or rest window, they must pay the worker a full one-hour wage premium.
Reviewing the statutory rules for wage and hour claims in California is an indispensable step toward holding exploitative management accountable. If a summer employer alters your timesheets, misclassifies you as an "unpaid intern" while forcing you to perform regular clerical work, or refuses to pay final wages immediately upon separation, they are violating state law. Contact a dedicated labor attorney to audit your seasonal file, file a claim with the Labor Commissioner, and recover your unpaid wages, penalties, and interest.]]>On Behalf of Cohelan Khoury & Singer<![CDATA[Baggage handlers have meal breaks and rest periods in California]]>https://www.ckslaw.com/?p=470182026-05-19T19:22:27Z2026-05-19T19:22:27ZMost people know that airline baggage handlers have physically demanding jobs, sometimes having to work in the sweltering California heat. These workers handle tasks like loading, unloading, sorting and moving baggage. They’re under considerable pressure to keep flights on time while working around loud equipment and doing heavy lifting.
For those who work in California, special protections exist that mean employers have to provide them with meal periods and rest breaks as long as they meet certain requirements. Understanding these can help these hardworking men and women to get the breaks from physical exhaustion they deserve on each shift.
Meal breaks
Meal breaks are required if the baggage handler works at least five hours in a day. A second one is required if the worker’s shift is longer than 10 hours. Each meal break must be as close to the middle of the shift as possible. If a worker has a shift that’s five to six hours, they can waive their meal break with a mutual agreement with the employer. The same is true of one of the two meal breaks if they work 10 to 12 hours. A meal period is an unpaid break as long as the worker is completely relieved of their duties. They must be free to spend their meal period how they see fit without being disrupted to do any type of work. If the employee is expected to work, they must be paid for the entire meal period.
Rest periods
Rest periods are shorter breaks that must last at least 10 minutes. One rest period is required for every four hours worked; however, if a person works a major fraction of four hours, they still get a break. Because of the “major fraction” wording, a person who works six hours would be entitled to two breaks. Baggage handlers may be especially vulnerable to missed breaks because of staffing shortages, flight delays, and arrivals that land one right after the other. This can make breaks feel impossible to take, but it’s up to the employer to ensure employees have their required meal breaks and rest periods.
]]>On Behalf of Cohelan Khoury & Singer<![CDATA[What to look for in a San Diego employment law attorney]]>https://www.ckslaw.com/?p=470102026-04-19T15:39:47Z2026-04-19T15:39:47ZFind a professional who prioritizes workers
It is somewhat common for employment law professionals to work with both employers and employees. This can create a conflict of interest, especially if an attorney has a pre-existing connection to a company or to other businesses that have close working relationships with a professional’s employer. Frustrated employees typically benefit from working with attorneys who focus on worker rights, rather than corporate protection, during employment law disputes.
Local awareness
There are some large lawyer networks and interstate firms that advertise blanket availability across the Southwest or even the entire United States. The people handling intake at these companies may be unfamiliar with the unique employment laws that apply in California. They may provide inaccurate guidance to professionals regarding their rights if they are unaware of unique state statutes.
Compatible communication systems
Some employment law firms only have English-speaking staff members. Others require that clients communicate through administrative assistants and paralegals instead of working directly with the lawyer. Firms that offer multilingual support and direct communication with attorneys are often better options for many workers whose finances and careers may hinge on the successful outcome of a lawsuit. Scheduling initial consultations with law firms that have local offices to review a legal matter before making a final decision about who to work with can be a smart move.
At the end of the day, selecting a law firm that focuses on the rights of employees and that has experience in the local courts, as well as working with major local employers, can help professionals navigate complicated employment law issues as successfully as possible.]]>On Behalf of Cohelan Khoury & Singer<![CDATA[When can San Diego workers take protected leaves of absence?]]>https://www.ckslaw.com/?p=470092026-04-19T14:21:03Z2026-04-19T14:21:03ZWhat types of leave are available?
Most employees in California are eligible for paid sick leave. Employers generally need to offer even part-time and temporary workers a minimum of five days or 40 hours of paid sick leave annually. Workers may also be eligible for five days of bereavement leave after the death of a family member or victim’s leave if they experience domestic violence or other criminal activity.
California also protects the right to take unpaid leave. The Family and Medical Leave Act (FMLA) is the federal law that guides unpaid leave. The California Family Rights Act (CFRA) expands on that law. Workers at companies with five or more employees may be eligible for up to 12 weeks of unpaid leave under the CFRA.
Retaliation is unlawful
Whether workers request two days of paid sick leave due to the flu or two weeks of unpaid CFRA leave to heal from an orthopedic injury, their employers should allow them to take leave without punishing them. Leave retaliation can manifest as a demotion or pay reduction after taking leave.
Some companies unfairly deny leave requests or fire workers who insist on taking leave as allowed under the law. In some cases, employers may start taking issue with an employee's job performance or writing workers up for minor violations they ignore from other employees. Any form of retaliation against a worker who took protected leave may constitute illegal retaliation and could be grounds for an employment lawsuit.
San Diego professionals dealing with leave-related employment disputes often need assistance. Consulting with an attorney who specializes in employee representation can help workers understand and assert their protected leave rights.]]>On Behalf of Cohelan Khoury & Singer<![CDATA[Is your hospital violating California meal and rest period laws?]]>https://www.ckslaw.com/?p=470082026-03-06T17:47:40Z2026-03-06T17:47:40ZA meal period is more than just a ‘quick bite’
If you work more than five hours, your employer must provide a 30-minute meal break. You must be completely relieved of all duties during this time, meaning you should not have to answer calls or stay "on-call" while you eat. Under state rules:
You get a second 30-minute meal break if your shift lasts longer than 10 hours.
The law allows you to waive your first meal break only if your shift ends by the sixth hour.
Health care workers can often waive the second break on long shifts through a written agreement.
If the hospital requires you to stay on-site during your break, they must pay you for that time.
Hospitals must staff units properly to ensure these uninterrupted periods. The rules ensure you have the energy to provide the best possible care to patients.
Do not discount short breaks
Rest periods are just as important as your lunch hour. California requires a 10-minute paid rest break for every four hours. These small gaps in your schedule help prevent burnout and medical errors. Under California employment law:
Rest breaks count as time worked, so you stay on the clock.
Your employer cannot ask you to "combine" these breaks at the end of a shift.
You should take these during your work period whenever possible.
Taking these breaks is a legal standard designed to keep both you and your patients safe. The law puts the responsibility on the employer to manage the schedule so you can step away.
How to address missed breaks
When a hospital fails to provide these breaks, it owes you a penalty. You qualify for "premium pay" equal to one additional hour of pay for each day a meal break is missed. You may also secure a second hour of pay if the hospital also failed to provide rest breaks on that same day.
Skilled meal and rest break violation attorneys understand the complex rules that govern California medical facilities. Working with an experienced lawyer protects your rights and helps ensure that you receive every dollar you earned.]]>On Behalf of Cohelan Khoury & Singer<![CDATA[Can a boss terminate you for your disability?]]>https://www.ckslaw.com/?p=470072026-02-19T14:56:52Z2026-02-19T14:56:52ZIdentifying wrongful termination
Under the Fair Employment and Housing Act (FEHA), an employer cannot fire you based on a protected characteristic, including disability. Your dismissal may count as wrongful termination if your supervisor exhibited these behaviors:
Direct bias: Your employer fired you when they found out about your mental or physical disability.
Retaliation: Your employer dismissed you when you requested a reasonable accommodation.
Failure to engage: Your employer refused to discuss possible accommodations in an interactive process and chose to lay you off instead.
Whether your condition is visible or invisible, your employer cannot fire you simply because of your impairment or because they perceive you have one. You are a professional, and your health does not diminish your value.
Proving employer misconduct
In a wrongful termination case, the burden of proof starts with you showing that your disability was a substantial motivating factor in your firing. You must gather evidence of this motivation, which may include:
Performance reviews
Emails or text threads where you requested accommodations or your manager made disparaging remarks about your health
A timeline of events leading up to your termination
Witnesses who were present during your termination meeting
It is important to note that you generally have three years from the date of the termination to file a complaint with the California Civil Rights Department.
Facing the difficult legal landscape
When filing a report about wrongful termination, employers can use at-will employment or performance issues as defense strategies. If you know that what you experienced was different, consulting an employment law attorney can help you determine whether you have a case.]]>On Behalf of Cohelan Khoury & Singer<![CDATA[The hidden wage theft: What off-the-clock work means]]>https://www.ckslaw.com/?p=470062026-02-09T10:32:36Z2026-02-09T10:32:36ZExamples of off-the-clock work
You may have performed off-the-clock work without realizing it. Examples can include, but are not limited to, the following:
Checking or responding to work-related texts, emails or calls after hours
Attending training sessions or meetings outside of your work schedule
Completing tasks at home after working hours
Arriving early to prepare for work without punching in
These activities may appear minor, but the minutes you spend on each one deserve pay.
State laws that prohibit wage theft
While the Wage Theft Prevention Act requires a notice at hire, the Workplace Know Your Rights Act now requires an additional annual notice for all employees. This is a response to the incidents where employees receive below minimum wage with no paper trail.
Furthermore, the landmark ruling in Troester v Starbucks in 2018 further established protections for employees. The California Supreme Court rejected the federal de minimis rule, requiring employers to include small increments of time if they are a regular part of the job.
Take back your time
Minutes can turn into hours of stolen labor. If your workplace culture treats off-the-clock work as part of the job, it may be violating the law. Tracking these moments is the first step to fighting for your rights. Speaking with a qualified employment attorney can help you determine exactly what you are owed and how to protect your rights effectively.]]>On Behalf of Cohelan Khoury & Singer<![CDATA[When an employer makes questionable deductions from a paycheck]]>https://www.ckslaw.com/?p=470052026-01-26T18:15:47Z2026-01-26T18:15:47ZDeductions due to mistakes or performance issues
In some cases, employers may claim that they intend to assess a financial penalty for performance issues with a worker. Other times, they may insist on holding a worker directly responsible for damaging company property.
Perhaps the worker backs a piece of heavy machinery into the trailer of a semi-truck, causing thousands of dollars of damage. Maybe they forgot to lock the door of a retail establishment when leaving for the night, resulting in trespassers causing significant damage.
Perhaps a dishwasher broke a stack of plates. Employers generally cannot initiate wage deductions to hold employees accountable for their mistakes, damage to company property or performance issues.
Deductions for business expenses
Perhaps the worker needs to wear a uniform while on the job. The company has a responsibility to provide that uniform as opposed to charging the worker to acquire one. Maybe the job involves dangerous tasks or a risky work environment. Employers generally cannot pass the costs of training or mandatory safety gear to workers.
Additionally, they cannot force employees to share in the cost of operating expenses for the company by deducting funds from their paychecks. Workers who notice inappropriate deductions from their paychecks may need to communicate with their employers. In some cases, they may even need to take legal action to secure the pay that they have technically already earned.
Documenting what caused inappropriate wage deductions and discussing the matter with an employment law professional can help workers understand their rights. Illegal wage deductions are a common form of wage theft that may require prompt action to ensure that workers receive the pay they deserve.]]>