Does PTO Count at Your Company?
A surprising survey shows that many companies simply don’t track their paid-time-off (PTO) programs, even though the cost may be as high as health care. Potential savings from better management: millions.
Tag: PTO
Key Elements of Pay Structure Documentation
In order to prevail in wage/hour lawsuits, says consultant Jonna Contacos-Sawyer, employers must be able to effectively justify their compensation decisions.
Unlimited Vacation Policies: Pros, Cons, and Pitfalls
Unlimited vacation is a growing trend that may be a good way for organizations to provide an incentive or bonus to employees to reward them for good work without increasing salaries or providing bonuses or other kinds of incentives. The concept of unlimited vacation is very simple: Employees can take vacation, personal, and sick time […]
3 Tips To Ring in 2011 the Right Way
Yesterday, we looked at 3 New Year’s HR tips from James J. McDonald, Jr., managing partner of the Irvine office of Fisher & Phillips, LLP (www.laborlawyers.com). Today, 3 more tips from McDonald, and an invitation to a can’t-miss webinar on California recordkeeping.
Brand-New Employees Wanting Family Leave?
Today, another question from the CED mailbag: What to do when a brand-new employee wants to take family leave? Our answer below, along with a special deal on a resource that no California employer should be without.
Is Severance Pay Required?
A subscriber to CEA Online recently wrote us with the following question:
Who’s Working for You – And In What Capacity?
Yesterday, we reviewed the first 5 factors of the “Borello test,” which California courts use to determine whether a worker is an employee or an independent contractor (click here for yesterday’s issue). Today, we’ll look at the remaining 6 factors and tell you about a wage/hour resource you won’t want to be without.
CA Attorneys Have to Make a Living—Unfortunately, by Suing You
California attorneys have to make a living, says Christopher C. Hoffman, and they’re doing it by suing. They’re getting more creative and more aggressive, even in areas like wage and hour.
Suspending Employees Without Pay During Investigations Can Be Risky
You have strong reason to suspect that an employee has engaged in serious misconduct, such as theft or sexual harassment. But you don’t want to fire the employee based solely on suspicion. So instead, you place the employee on unpaid leave until you’re able to complete your internal investigation.
When employers are changing or adding new policies, do they have a to give employees advance notice?
When employers are changing or adding new policies, do they have a to give employees advance notice? If so how many days and where would I find it in writing?