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HANDBOOK HELPER EPISODE 14
WATCH AND LEARN

Many businesses install on-premises closed-circuit camera systems to monitor shared or common areas.

Video surveillance can deter, prevent, or help resolve theft, physically threatening incidents, or other dangerous conditions or situations.

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TAKE A DEEP BREATH

Particularly in a hotly contested election cycle, California employers should take care not to discriminate against workers for political activities, affiliations or speech. Management  should be familiar with and apply these laws:

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SMALL PLANET BIG DREAMS

Now in our 17th year of collaboration and despite all barriers – a global pandemic being only the latest – I am soon returning to Liberia and Ghana to further our Applied Scholastics International (APS) African Literacy Campaign.   

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HANDBOOK HELPER EPISODE 13
COMPANY DEVICES: HANDS ON, HANDS OFF

Most businesses rely extensively on workplace emails, texts, and other electronic systems.

Without written guidelines, employees might not understand their privacy rights can fail to extend to personal communications over company equipment. 

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COVID BENEFITS RESURGENCE

On September 29, 2022, the Governor signed Assembly Bill 152 (AB 152) approving two significant COVID-19 workplace provisions, effective October 9 and retroactive to January 1, 2022.

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TAKE THE HORROR OUT OF HALLOWEEN

Workplace Halloween parties can build teamwork and morale if properly planned and managed.  Some suggested do’s and don’ts to help make yours a smashing success: 

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SCHEME WORK

Clear, written employee policies assist both employers and employees to navigate the murky field of California employment law.  They are the foundation for workplace legal compliance and productivity.

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HANDBOOK HELPER EPISODE 12
PRYING EYES

Starting with well-drafted policy, California employers should ensure their administrative and management staff do not impermissibly disclose any employee’s private, personal, health or medical information. 

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HANDBOOK HELPER EPISODE 11
RIGHT ON SCHEDULE

Except for salaried, legitimately exempt-from-overtime workers, California employers must provide each employee with certain numbers of unpaid meal periods and paid rest breaks depending on how many hours that employee works in each workday.

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EMPLOYEE OR INDEPENDENT CONTRACTOR?

Many laws and rules dictate whether an employer can legitimately classify someone as an independent contractor (I/C).  They include California’s strict ABC three-factor test and the numerous exceptions enacted by the legislature as part of AB 2257, as addressed in our What’s New in 2021 series (links below).

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