Practical HR Tips, News & Advice. Updated Daily.
“When we’re talking about sales compensation objectives, we define them as the five ‘rights.’ We want the sales people to sell the right product to the right customer at the right price at the right profit and at the right time. Unfortunately, many companies don’t get this right.”
“One of the basic philosophy decisions for compensation managers is whether sales compensation will be based on a cost of sales approach or a cost of labor approach,” says consultant Joseph DiMisa.
Internship programs can provide advantages for both employers and interns, but many internships risk running afoul of state and federal laws. Employers can end up on the hook for significant amounts in unpaid wages, employment taxes, and penalties. To avoid these unintended consequences, review the checklist below.
Now that summer is nearly upon us, you may have students looking for hands-on work experience contacting you, offering to work as unpaid volunteers or interns.
Yesterday attorney David Schmit, founder of Schmit Law in Oakland, addressed some common (yet vexing) return-to-work questions. Today, his thoughts on a few more—plus an introduction to a workers’ comp webinar you won’t want to miss.
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.
The idea behind overtime is straightforward, but the actual administration of it is anything but. Attorney Paul Lopez suggests that employers ask themselves five questions to see whether they are vulnerable to overtime-based lawsuits.
Yesterday, attorney Julia Melnicoe explained some of the most common—and dangerous—wage and hour myths and misconceptions that California employers fall prey to. Today, the rest of the list—plus an introduction to a webinar next week you won’t want to miss. Melnicoe is an attorney at the San Francisco office of Sedgwick LLP. For #s 1-6, […]
While the landscape of employment law is always changing, certain wage and hour hazards remain constant. Many of these pitfalls include issues that seem insignificant at the individual employee level but if left unchecked can easily become massive liability risks that snowball into class actions and Private Attorney General Act (PAGA) claims.
Yesterday, Garrett Jensen of the Orange County office of Carothers, DiSante & Freudenberger LLP spelled out the facts of a recent court case in which an employee claimed he was entitled to reporting time pay on days he had meetings scheduled. Today, the court’s ruling.