Archive for the ‘Employee Policies, Handbook, Forms’ Category
CITY OF LOS ANGELES CASTS LIGHT ON ITS NEW MINIMUM WAGE AND PAID SICK LEAVE ORDINANCES
As we have reported, all businesses with employees working within the geographic boundaries of the City of Los Angeles (City) are potentially subject to its new minimum wage and paid sick leave rules: Ordinance No. 184320 and Ordinance No. 184319 (Work Ordinances). See, e.g., Latest Minimum Wage Increases for California Cities, City of Los Angeles […]
SCHEDULING VACATIONS IS NO VACATION
Coordinating Employee Summer Time-Off Can Be an Exercise in Diplomacy No California employer is obligated to provide paid vacation time to its workers. However, such benefit is a common practice, promoting morale and productivity. Once a company grants paid vacation (say, one week annually), it is considered an accruing benefit, i.e., an employee earns it […]
BUSINESSES EMPLOYING 26-PLUS MUST IMPLEMENT LOS ANGELES’ PAID SICK LEAVE BY JULY 1, 2016
City’s Paid Sick Leave Notice Now Available The City of Los Angeles (City) recently increased minimum wage and doubled California’s paid sick leave requirements (Ordinance No. 184320) for “Employees,” i.e., workers performing labor within the City for a given employer for at least two hours in a particular week. (See below for City limits maps.) […]
CASH IS TRASH
Good Reasons for Employers to Pay Wages by Means Other Than Cash Money Some companies develop a habit of paying employees partially or fully in cash. This is a dangerous practice that can violate various laws, particularly if the company is not properly documenting the payments. While it is not outright illegal, there is no […]
PERSONNEL RECORDS BASICS
California Employers Must Take Care To Avoid Document Dumping Into a Single File Folder What constitutes personnel filing can vary wildly from company to company. An alarmingly high volume of California employers are content to maintain a single file folder for each worker, the repository for any and all documents management deems relevant to that […]
SAFE HARBOR IN SIGHT, PIECE WORK COMPENSATION IN CALIFORNIA
July 1, 2016 Deadline Approaching for Notice To Take Advantage of Critical Backpay Provisions As we reported in last December’s Piece Work Compensation is a Wreck Waiting to Happen, The Perils of New Labor Code Section 226.2 (Piece Work), California has implemented detailed requirements for production-based compensation systems beginning January, 2016. This new law affects […]
WORKPLACE VAPING GOES UP IN SMOKE
California Bans Electronic Cigarettes from the Office On May 4, 2016 California Governor Brown signed a series of legislative amendments effective June 9, 2016 which extend smoke-free workplace protections, re-define tobacco products to include e-cigarettes and vaping devices, and raise the legal minimum smoking age from 18 to 21. Although current law prohibits the smoking […]
NEW CHANGES ON EMPLOYMENT ELIGIBILITY VERIFICATION FORM I-9
New Changes on Employment Eligibility Verification Form I-9 All U.S. employers must complete and retain a Form I-9 for each individual hired for employment in the U.S., including citizens and non-citizens. You may have noticed, however, that the version in use reflects an expiration date of March 31, 2016. U.S. Citizenship and Immigration Services (USCIS) is […]
IS YOUR HARASSMENT POLICY CALIFORNIA COMPLIANT?
New Regulations May Require Policy Overhaul The California Fair Employment and Housing Council (FEHC) enacts regulations that protect employees from unlawful discrimination, harassment and retaliation, stressing the employer’s affirmative duty to prevent such workplace misconduct. As previously covered in New California Pregnancy Disability Leave Poster Requirements Take Effect On April 1, 2016, the FEHC amended […]
TOO HOT TO HANDLE
Employers Must Protect Workers from Outdoor and Indoor Heat Illness As covered in our blogs New Heat Illness Prevention Measures Now In Place and Heat Illness Prevention Amendments Are Likely to Take Effect May 1, 2015, heat illness prevention regulations obviously apply to industries that require significant outdoor labor, including agriculture, construction, landscaping, oil and […]