Practical HR Tips, News & Advice. Updated Daily.
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.
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.
A subscriber to CEA Online recently wrote us with the following question:
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.
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.
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? If so how many days and where would I find it in writing?
Businesses aren’t the only ones stressed and anxious about these difficult economic times. Employees (and their families) are also feeling the effects—and many employees are facing very serious financial problems such as burdensome debt, lost income, bankruptcies, and foreclosures. Employees experiencing increased financial stress at home are likely to have a hard time keeping their […]
I have a client that is a start-up company that I’m helping set-up up Policies & Procedures for their Handbook. They currently do not have any formal Time-off policy and do not want any established Company Holidays, amount of sick days per year or amount of vacation days per year. What they want and currently […]
Maybe—but it depends on how your paid time off benefits are structured. In California, there are two types of paid time off: time that “vests” and is considered to be part of an employee’s wages, and time that does not vest.