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California HR

Many call California the nation’s hot bed for employment laws and regulations. There are many HR considerations that only apply to California employers. Check out these resources to develop a strategically focused HR plan while also staying abreast of critical compliance challenges under California and federal law.


Build Your Team and Increase Engagement with Gamification

By Karen Hsu

Are you looking to boost employee engagement at your workplace? Lack of engagement is a big problem in the modern workforce, but gamification can help trainers and HR professionals find the data they need and increase engagement. For some helpful tips, we present an article by Karen Hsu, vice president of marketing at Badgeville, on how gamification can make HR a more data-driven organization.

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Clearing up the confusion on CFRA regs (Infographic)

CFRA

The final California Family Rights Act (CFRA) regulations, which took effect on July 1, bring California rules into closer alignment with FMLA regulations. While the changes mean fewer differences between state and federal regulations, some significant differences remain.

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Don’t Forget to Submit Certified Payroll Records Online

The California Department of Industrial Relations (DIR) has reminded Public Works contractors and subcontractors to submit certified payroll records (CPRs) using DIR’s online system. The Labor commissioner resumed enforcement of this requirement August 1, 2016. If this applies to you, read on.

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California Employers, Follow Your Own Policies!

By Beth Kahn and Sigalit Shoghi, Morris Polich & Purdy LLP

The California Court of Appeal has sent employers a message to be vigilant in following their policies and attentive to employees who request time off for medical conditions. See how the court’s ruling against a California university is a good reminder for other employers in the Golden State.

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Alleged Bell Pepper Theft Leads to Expensive Age Discrimination Case

By Cathleen S. Yonahara, Freeland Cooper & Foreman LLP

An appellate court in California recently upheld a jury verdict of $3.2 million in compensatory damages and $13 million in punitive damages awarded to a former Staples employee who claimed he was a victim of age discrimination. And what started it all? The alleged theft of a bell pepper valued at 68 cents.

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An Arbitration Agreement Win for California Employers

By Emily Mertes, Sedgwick LLP

In a recent California Appellate Court decision, what began as an otherwise uncomplicated employment case resulted in an arbitration agreement win for employers. Read on to see how the court determined that employee acknowledgment was sufficient to enforce an arbitration agreement.

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Regulations Aimed at Improving Oil Refinery Safety in California

In July, the California Department of Industrial Relations (DIR), the Governor’s Office of Emergency Services (Cal OES), and the California Environmental Protection Agency (CalEPA) announced a landmark set of regulations to strengthen workplace and environmental safety at oil refineries across the state.

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California: No Combined Rest Breaks for the Weary

By Emily A. Mertes and Katharine Essick, Sedgwick LLP

Since the California Supreme Court’s seminal meal and rest break decision Brinker v. Superior Court in 2012, employers have wrestled with whether, in their particular circumstances, it would be impractical to provide their employees with two separate rest breaks before and after a meal period during an 8-hour shift.

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California HR Trends for 2017—Don’t Get Burned!

It’s practically impossible to try and cover everything that will change in California for both 2016 and 2017. So many midyear and other upcoming changes make it a difficult year. Why? Because it’s California, of course! Jonathan A. Siegel, partner at Jackson Lewis P.C., feels the pain of HR pros.

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No Rest Breaks for the Weary in California

By Emily A. Mertes and Katharine Essick

Since the California Supreme Court’s seminal meal and rest break decision Brinker v. Superior Court in 2012, employers have wrestled with whether, in their particular circumstances, it would be impractical to provide their employees with two separate rest breaks before and after a meal period during an 8-hour shift.

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