Yesterday, attorney Marc Jacuzzi laid out pitfalls in employee handbook writing, and the challenges handbooks and at-will statements may face. Jacuzzi is a shareholder at Simpson, Garrity, Innes & Jacuzzi, P.C., in South San Francisco. Today, Jacuzzi offers his detailed handbook checklist―compare it against your handbook to see how you stack up.
Yesterday, we looked at some general principles relating to employee handbooks. Today, some tips to remember as you build yours (and, yes, you definitely do need to have one).
Yesterday, attorney Adam Keating took on some common employer questions about employee handbooks. Today, more Q&A—plus an introduction to a must-have California-specific collection of employee handbook policies—fully updated for 2013!
In yesterday’s CED, we offered tips for managing the basics of HR legal issues. Today, the rest of the tips and an introduction to a California-specific resource for your employee handbook policies. Once again, a tip of the CED hat to attorneys John K. Skousen and Christopher J. Boman, partners at the Irvine office of employment law […]
As we discussed yesterday, employers are required to maintain existing health insurance coverage under a group health plan for employees during FMLA leave—and you can require the employee on leave to pay his or her share. But what happens if the employee fails to do this?
Yesterday, we looked at four of attorney Paul Lopez’s five recommended questions for avoiding problems due to overtime-based lawsuits. Today, our analysis of the fifth question—plus an introduction to a resource that provides you with the California-specific wage/hour handbook policies you need.
Yesterday, we examined the question of whether you can implement a new policy that hasn’t officially been changed yet. Today, some tips for smooth implementation of policy changes, courtesy of Diana Gregory of Insperity.
You should regularly revise and modify your employment policies and employee handbooks as the law changes and as your operational needs dictate. Once you make policy changes, however, should you communicate them to your employees? If so, how?