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	<title>San Diego Employment Law BLOG</title>
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	<link>http://www.popebergerblog.com</link>
	<description>Information about California labor and employment laws</description>
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		<title>Is Your Arbitration Agreeement Enforceable or Not?</title>
		<link>http://www.popebergerblog.com/2012/04/is-your-arbitration-agreeement-enforceable-or-not/</link>
		<comments>http://www.popebergerblog.com/2012/04/is-your-arbitration-agreeement-enforceable-or-not/#comments</comments>
		<pubDate>Tue, 24 Apr 2012 19:36:19 +0000</pubDate>
		<dc:creator>Beckie</dc:creator>
				<category><![CDATA[General Labor and Employment]]></category>
		<category><![CDATA[arbitration agreement]]></category>
		<category><![CDATA[arbitration clause]]></category>
		<category><![CDATA[employee handbooks]]></category>

		<guid isPermaLink="false">http://www.popebergerblog.com/?p=89</guid>
		<description><![CDATA[A new case has thrown many arbitration agreements into question. Arbitration agreements between employers and employees must be fair to employees under California law. For example, employers must pay for the cost of arbitration, employees must be allowed sufficient discovery to prosecute their claims, the process must be fair and neutral, the employee must have<a href="http://www.popebergerblog.com/2012/04/is-your-arbitration-agreeement-enforceable-or-not/">Read More &#187;</a>]]></description>
		<wfw:commentRss>http://www.popebergerblog.com/2012/04/is-your-arbitration-agreeement-enforceable-or-not/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Examples of Brinker&#8217;s Application in the Workplace</title>
		<link>http://www.popebergerblog.com/2012/04/examples-of-brinkers-application-in-the-workplace/</link>
		<comments>http://www.popebergerblog.com/2012/04/examples-of-brinkers-application-in-the-workplace/#comments</comments>
		<pubDate>Fri, 20 Apr 2012 21:01:33 +0000</pubDate>
		<dc:creator>PBWeditor</dc:creator>
				<category><![CDATA[Class Actions]]></category>
		<category><![CDATA[General Labor and Employment]]></category>
		<category><![CDATA[Meal and Rest Periods]]></category>

		<guid isPermaLink="false">http://www.popebergerblog.com/?p=81</guid>
		<description><![CDATA[Keep in mind the following examples do not address the requirement of recoding meal break time, or on-duty meal periods.  They are only intended as general illustrations of the meal and rest period rules which may not be applicable in every situation: Example A: An hourly employee works a shift from 8:00 a.m. &#8211; 4:30<a href="http://www.popebergerblog.com/2012/04/examples-of-brinkers-application-in-the-workplace/">Read More &#187;</a>]]></description>
		<wfw:commentRss>http://www.popebergerblog.com/2012/04/examples-of-brinkers-application-in-the-workplace/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Brinker:  What Does It All Mean?</title>
		<link>http://www.popebergerblog.com/2012/04/brinker-what-does-it-all-mean/</link>
		<comments>http://www.popebergerblog.com/2012/04/brinker-what-does-it-all-mean/#comments</comments>
		<pubDate>Fri, 20 Apr 2012 20:50:33 +0000</pubDate>
		<dc:creator>PBWeditor</dc:creator>
				<category><![CDATA[Class Actions]]></category>
		<category><![CDATA[General Labor and Employment]]></category>
		<category><![CDATA[Meal and Rest Periods]]></category>

		<guid isPermaLink="false">http://www.popebergerblog.com/?p=69</guid>
		<description><![CDATA[The California Supreme Court recently published a long-awaited decision in the case of Brinker Restaurant Corp. v. Superior Court, which was pending for more than three years.  Although the case concerned a variety of procedural matters (such as class certification), it predominately focused on meal and rest period rules. The Brinker case concerned restaurant employees. <a href="http://www.popebergerblog.com/2012/04/brinker-what-does-it-all-mean/">Read More &#187;</a>]]></description>
		<wfw:commentRss>http://www.popebergerblog.com/2012/04/brinker-what-does-it-all-mean/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>What Are the Rules for Employee “Breaks” in California?</title>
		<link>http://www.popebergerblog.com/2011/10/what-are-the-rules-for-employee-%e2%80%9cbreaks%e2%80%9d-in-california/</link>
		<comments>http://www.popebergerblog.com/2011/10/what-are-the-rules-for-employee-%e2%80%9cbreaks%e2%80%9d-in-california/#comments</comments>
		<pubDate>Thu, 27 Oct 2011 21:02:34 +0000</pubDate>
		<dc:creator>PBWeditor</dc:creator>
				<category><![CDATA[Wage Dispute]]></category>

		<guid isPermaLink="false">http://www.popebergerblog.com/?p=62</guid>
		<description><![CDATA[Nearly all private employers in the state must comply with certain laws which afford their workers the right to take breaks at certain intervals, termed &#8220;meal periods&#8221; and &#8220;rest periods.&#8221; There is a difference between the two types of breaks, and there has been a great deal of debate in recent years among employers, employees,<a href="http://www.popebergerblog.com/2011/10/what-are-the-rules-for-employee-%e2%80%9cbreaks%e2%80%9d-in-california/">Read More &#187;</a>]]></description>
		<wfw:commentRss>http://www.popebergerblog.com/2011/10/what-are-the-rules-for-employee-%e2%80%9cbreaks%e2%80%9d-in-california/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Salaried Employees May be Entitled to Recover Overtime Wages and Other Penalties</title>
		<link>http://www.popebergerblog.com/2011/09/salaried-employees-may-be-entitled-to-recover-overtime-wages-and-other-penalties/</link>
		<comments>http://www.popebergerblog.com/2011/09/salaried-employees-may-be-entitled-to-recover-overtime-wages-and-other-penalties/#comments</comments>
		<pubDate>Fri, 30 Sep 2011 20:47:36 +0000</pubDate>
		<dc:creator>PBWeditor</dc:creator>
				<category><![CDATA[General Labor and Employment]]></category>

		<guid isPermaLink="false">http://www.popebergerblog.com/?p=55</guid>
		<description><![CDATA[Many people assume only employees who are paid on an hourly basis are entitled to receive overtime wages and meal and rest periods.  However, California law is not that simple.  Employees who are paid on a salary basis may be entitled to recover, and employers may be liable for, additional wages and penalties depending on<a href="http://www.popebergerblog.com/2011/09/salaried-employees-may-be-entitled-to-recover-overtime-wages-and-other-penalties/">Read More &#187;</a>]]></description>
		<wfw:commentRss>http://www.popebergerblog.com/2011/09/salaried-employees-may-be-entitled-to-recover-overtime-wages-and-other-penalties/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Unpaid Interns May Be Entitled to Back Wages</title>
		<link>http://www.popebergerblog.com/2011/09/unpaid-interns-may-be-entitled-to-back-wages/</link>
		<comments>http://www.popebergerblog.com/2011/09/unpaid-interns-may-be-entitled-to-back-wages/#comments</comments>
		<pubDate>Fri, 09 Sep 2011 22:00:48 +0000</pubDate>
		<dc:creator>PBWeditor</dc:creator>
				<category><![CDATA[Class Actions]]></category>
		<category><![CDATA[General Labor and Employment]]></category>
		<category><![CDATA[Wage Dispute]]></category>

		<guid isPermaLink="false">http://www.popebergerblog.com/?p=52</guid>
		<description><![CDATA[Unpaid internships have become an increasingly attractive option for young people hoping to burnish their resumes in today’s tough economy. Businesses have welcomed this influx of educated, enthusiastic – and, most importantly, free – labor. When everything goes well, it’s a mutually beneficial arrangement, but expensive pitfalls await the employer who simply takes advantage of<a href="http://www.popebergerblog.com/2011/09/unpaid-interns-may-be-entitled-to-back-wages/">Read More &#187;</a>]]></description>
		<wfw:commentRss>http://www.popebergerblog.com/2011/09/unpaid-interns-may-be-entitled-to-back-wages/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>California Whistleblowing &#8211; Impacts at the Workplace</title>
		<link>http://www.popebergerblog.com/2011/07/california-whistleblowing-impacts-at-the-workplace/</link>
		<comments>http://www.popebergerblog.com/2011/07/california-whistleblowing-impacts-at-the-workplace/#comments</comments>
		<pubDate>Tue, 05 Jul 2011 10:10:17 +0000</pubDate>
		<dc:creator>Jeremy</dc:creator>
				<category><![CDATA[General Labor and Employment]]></category>

		<guid isPermaLink="false">http://www.popebergerblog.com/?p=44</guid>
		<description><![CDATA[The State of California encourages any employee who has reason to believe their employer is in violation or non-compliance with a state or federal regulation to notify their employer or appropriate government or law enforcement agency of the misconduct.  While some employees are hesitant to report violations because they are afraid of retribution or retaliation,<a href="http://www.popebergerblog.com/2011/07/california-whistleblowing-impacts-at-the-workplace/">Read More &#187;</a>]]></description>
		<wfw:commentRss>http://www.popebergerblog.com/2011/07/california-whistleblowing-impacts-at-the-workplace/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>What’s an Employer? Who’s an Employee?</title>
		<link>http://www.popebergerblog.com/2011/04/what%e2%80%99s-an-employer-who%e2%80%99s-an-employee/</link>
		<comments>http://www.popebergerblog.com/2011/04/what%e2%80%99s-an-employer-who%e2%80%99s-an-employee/#comments</comments>
		<pubDate>Fri, 01 Apr 2011 16:56:26 +0000</pubDate>
		<dc:creator>PBWeditor</dc:creator>
				<category><![CDATA[Class Actions]]></category>
		<category><![CDATA[Wage Dispute]]></category>

		<guid isPermaLink="false">http://www.popebergerblog.com/?p=32</guid>
		<description><![CDATA[In today’s economy, employers’ use of temporary (often long-term) employees through employment agencies is becoming more prevalent, as companies seek more flexibility to expand or contract their workforce as business conditions change. When a work-related dispute arises, the question is asked: “Who’s the employer, here: the agency, the agency’s client…or both? This is sometimes referred<a href="http://www.popebergerblog.com/2011/04/what%e2%80%99s-an-employer-who%e2%80%99s-an-employee/">Read More &#187;</a>]]></description>
		<wfw:commentRss>http://www.popebergerblog.com/2011/04/what%e2%80%99s-an-employer-who%e2%80%99s-an-employee/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>California Supreme Court Extends the Rights of Workers to Seek Penalties for Unpaid Wages</title>
		<link>http://www.popebergerblog.com/2010/12/california-supreme-court-extends-rights-of-workers-to-seek-penalties/</link>
		<comments>http://www.popebergerblog.com/2010/12/california-supreme-court-extends-rights-of-workers-to-seek-penalties/#comments</comments>
		<pubDate>Fri, 10 Dec 2010 16:43:49 +0000</pubDate>
		<dc:creator>Allison</dc:creator>
				<category><![CDATA[Wage Dispute]]></category>

		<guid isPermaLink="false">http://www.pope-blog.aoipreview.com/?p=1</guid>
		<description><![CDATA[On November 18, 2010, the State&#8217;s highest court issued a new ruling that allows former employees to collect penalties under the California Labor Code as far back as three years from the date that the employee&#8217;s employment with an employer ended.  This is in addition to wages that employees are entitled to collect from employers,<a href="http://www.popebergerblog.com/2010/12/california-supreme-court-extends-rights-of-workers-to-seek-penalties/">Read More &#187;</a>]]></description>
		<wfw:commentRss>http://www.popebergerblog.com/2010/12/california-supreme-court-extends-rights-of-workers-to-seek-penalties/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
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