Workplace Privacy, Health and Safety « Law Offices of Timothy Bowles | Top Employment Law Firm in Los Angeles

Archive for the ‘Workplace Privacy, Health and Safety’ Category

Breaking Out of Office Routines

Enhancing Employee Morale and Productivity with Workforce Competitions In the never-ending quest to promote worker morale on the job, employers are offering an expanding range of clearly creative outlets and opportunities to escape workplace stresses.   A search around the web will reveal, for example: Inter-office  Chess Competition:  this U.K. insurance company holds seasonal team battles […]

Read More

Disability and Leave of Absence Policies

Keeping Up with Changing Employment Laws A recent California Employer Daily article touches on an important employment law subject — the unanticipated pitfalls HR managers and employers face, including from the shifts and refinements in the state and federal leave laws. Key leave laws—the federal Family and Medical Leave Act (FMLA) and the California Family […]

Read More

Defining Employee Privacy

When Does Legitimate “Need-to-Know” Cross the Line? Businesses have valid interests in accessing potentially sensitive employee information as long as that access is reasonably necessary to maintain workplace safety and security. On the other hand, companies must respect worker privacy on matters that are irrelevant to administration and operations. Clear, comprehensive written policy is essential […]

Read More

Prayer Meetings in the Workplace

More on Accommodating Employees’ Religious Beliefs As our planet’s civilizations and cultures continue to combine and intertwine, the importance of workplace respect for diverse religious backgrounds also grows.  For the increasing number of business owners and managers that seek to include or permit religious prayer sessions or other observances on the work premises, an understanding […]

Read More

Accommodating Religion in the Workplace

Avoid the Employment Discrimination Gallows As religious diversity in the American workplace increases, so does the importance of management’s understanding how to address conflicts that arise.  The Equal Employment Opportunity Commission (EEOC), responsible for enforcing the federal law prohibiting discrimination in commerce has recently published a guide to help employers with the task (“Questions and […]

Read More

Expecting Privacy at Work? Fugeddaboutit!

The 411 on Email and Texting Policies With the prevalence of workplace email and texting, businesses should consider publishing sound written policies on expected etiquette and on management’s ability to access and monitor such electronic communications.   For lack of such guidelines and rules, employees should not be left with the impression that their privacy rights […]

Read More

Office Holiday Survival Guide III: Harassment Hotbed

Attempted Hook-Ups Can Lead to Litigation Shake-Downs We have already outlined a roadmap for handling alcohol at holiday office parties.   By its off-the-clock and put-work-aside nature, the annual December office gathering may also be a prime setting for unwelcome sexual advances by employees, worse yet by managers.  Such harassment is not an experience anyone […]

Read More

Office Holiday Survival Guide

A Risky Cocktail: Alcohol and an Employee Party Tradition dictates year-end celebration and resolution.  For an office’s annual party, should such a “celebration” include alcohol?  If management’s answer is “yes,” then common sense ought to be applied to maximize the safety and well-being of all attending as well as the public.  For example: Hold the […]

Read More

BACKGROUND CHECK FOR EMPLOYMENT

Many employers find it prudent for various reasons to conduct appropriate background checks in the employee pre-screening process. Here is a simple overview.

Read More

The California Administrative Exemption

The California Administrative Exemption              Under California labor laws, certain provisions of the Industrial Welfare Commission (IWC) Wage Orders – including California overtime law and meal and rest period premiums – do not apply to persons employed in an exempt administrative capacity.  An exempt administrator is primarily engaged (51%-plus) in high level “desk-bound” planning, organizing, […]

Read More