Human Resources

Large Wage & Hour Penalty for Popular Family-Owned Restaurant

In December, the U.S. Department of Labor received $370,194 for back waged and damages from the owners of Millie’s Café. The DOL found Millie’s Cafe denied workers overtime wages and hid the activity.

Millie’s Cafe owners violated the Fair Labor Standards Act by failing to pay employees overtime. Investigators also found the restaurant attempted to conceal labor violations by issuing company checks and giving cash payments to employees. In addition, the DOL cited the restaurant for failing to keep records of employee hours, including overtime.


Pay Equality

With a focus on International Women’s Day last month, we thought we would discuss Pay Equality for the Newsletter.

Did you wonder why employers cannot ask candidates about their previous income in CA and select additional states? It is due to pay equality.

In the past, many businesses offered candidates pay based on their previous income. In an environment where women and most definitely, women of color, are paid less for the same work as their male counterparts, it is easy to imagine how quickly pay inequality can spiral under such practices.

In fact, California’s requirement came after a recent-ish case of a teacher, Aileen Rizo. She found out she was paid less than her male counterpart although she had more experience and education. When she inquired as to why she was paid less, the school listed prior income as the determining factor. She sued and won.

Equal pay for equal work. It is something you will see a lot of people on social media lamenting about right now. A ton of CEO’s will be declaring their companies stand behind women on International Women’s Day without actually putting in the work or looking at the data and adjusting. More of our small business clients practice wage equality than many of the large (boastful) companies we have come across. Our hats off to all of you for the equality practices we see every day!

For more on the Rizo case:


OSHA300A Posting!

Notice to employers!

Starting February 1st OSHA and Cal/OSHA require employers with 20 or more (federal) 10 or more employees (CA) to post 2022 ‘s annual summary of work-related injuries and illnesses, including COVID-19 related cases. Form 300A must be posted in a visible and accessible area at all worksites between February 1st- April 30th.

Work-related injuries or illnesses include,

Days away from work
Medical treatment beyond first aid
Loss of consciousness
Significant injury or illness
Days away from work

Links to OSHA300 forms

For all States:

For CA: