Down to the Wire: Proposed Revisions to Wage Order 14 Finally Submitted

We previously reported on AB 1066 and how it affects employers in regards to the phase-in for overtime, which you can read here and here. Due to AB 1066, the Industrial Welfare Commission was required to revise Wage Order 14 (“Wage Order”). Updates to Wage Order 14 have been drafted and are now awaiting review. A copy of the draft revised Wage Order 14 with track changes is attached to this eBlast here. Please note that while these revisions have not received final approval they are expected to be enforced by the DLSE starting January 1, 2019.    

Governor Jerry Brown has signed all the legislative bills for 2018, his last as Governor of California, clearing the way for newly elected Governor Gavin Newsom to take his place next year. We now provide you with a compilation of employment related laws effective January 1, 2019, except when otherwise indicated.

AB 1066: Phase In of Overtime for Farmworkers

AB 1066, which went into effect in 2017, phases in new overtime requirements for agricultural employers, the first of which begins as the clock strikes midnight at the New Year.  Starting in 2019, AB 1066 lowers the 10-hour-day threshold for overtime to 9.5 hours in a day and 55 hours per week when overtime pay is required. This only applies to employers with 26 or more employees.





This holiday season The Saqui Law Group is excited to collect toys on behalf of Toys for Tots. We want to give back to our community and bring the joy of Christmas to the children in need.

Toys can be dropped off at our office located at 1410 Rocky Ridge Drive, Roseville CA, 95661. There is a toy collection box in the lobby on the main floor. We will be collecting new, unwrapped toys up until December 14th. 

If you would like to make a cash donation or have any questions, please give us a call. Thank you and Happy Holidays!


The Saqui Law Group

(916) 782-8555



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On November 15, 2018, in Hernandez v. Pacific Bell Telephone Co., the Third Appellate district held that employees are not entitled to compensation for time spent driving an employer-provided vehicle loaded with equipment and tools between their home and a worksite under a voluntary program that allows employees to take the Company vehicle to their home.

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