Recently published in HR Daily Advisor, LCW Partner Lisa S. Charbonneau examines the California Supreme Court’s recent decision in Stone v. Alameda Health System, which clarifies that key California wage and hour laws, including meal and rest break requirements and Private Attorneys General Act (PAGA) penalties, do not apply to public employers unless explicitly stated. Charbonneau outlines the Court’s reasoning, including its interpretation of Labor Code Section 220(b), which broadly defines “municipal corporation” to exempt public entities from specific labor code provisions.
Charbonneau emphasizes the significance of this ruling for California public employers, as it reduces the risk of costly litigation over wage and hour claims. However, she cautions that public agencies must remain proactive in monitoring legislative developments, as new laws could expressly extend these requirements to public entities. She also highlights the potential influence of this decision on wage and hour law interpretations in other states. Public employers are encouraged to stay vigilant and consult legal professionals to ensure compliance with evolving labor standards.
To access the full article, please click the following link: https://hrdailyadvisor.blr.com/2024/11/08/in-a-win-for-public-employers-ca-supreme-court-rules-paga-penalties-other-california-wage-hour-laws-do-not-apply/