BLOG

EMPLOYEE TERMINATIONS

Firing Low-Performing Workers While Limiting Repercussions Mary manages a customer service department in a large company.  Other employees and customers have complained about Brad, one of the employees Mary supervises. Most of Brad’s co-workers handle calls without requiring assistance.  Yet, for a few months now, as many as 20% of Brad’s calls have had to…

Read more

Gender Designations in the Workplace

“Non-binary” will Join “He” and “She” in California California law prohibits discrimination against employees for their membership in any protected class.  This includes gender identity, defined as “each person’s internal understanding of their gender, or the perception of a person’s gender identity, which may include male, female, a combination of male and female, neither male…

Read more

JOB INTERVIEW ERRORS TO AVOID

CareerBuilder Publishes Annual Survey and List of Most Bizarre Hiring Interviews According to a nationwide CareerBuilder Survey released February 22, 2018, “around half of employers (49 percent) know within the first five minutes of an interview if a candidate is a good or bad fit for a position, and only 8 percent make up their…

Read more

REQUIRED MEAL PERIODS AND REST BREAKS REVISITED

Off-Duty Time During a California Work Day California employers must provide every not-exempt-from-overtime employee unpaid meal and paid rest breaks based on the number of hours that employee works in a given day.  However, the rules vary for such workers as specified in the 17 Industrial Welfare Commission (IWC) Wage Orders covering in different industries…

Read more

SAFE HARBOR OR SHIPWRECK? – PART 2

Department of Labor Has Launched Program For Voluntary Correction of Payroll Errors Last week’s blog, Safe Harbor or Shipwreck?, detailed the U.S. Department of Labor’s (DOL) imminent PAID program (Payroll Audit Independent Determination). The program permits employers to audit their own records for wage compliance violations and to correct those violations in cooperation with the…

Read more

WHY JOB DESCRIPTIONS MATTER

Employers can easily overlook the importance of job descriptions, starting as part of the hiring process. No law requires them and no explicit guidelines or instructions exist for writing them.  However, properly written and updated job descriptions can be an important tool to help management and employees fully understand the nature of each company position…

Read more

SAFE HARBOR OR SHIPWRECK?

New U.S. Department of Labor Payroll Audit Independent Determination (PAID) Program to Voluntarily Address Payroll Errors The U.S. Department of Labor (DOL) has announced the imminent launch of the PAID program – Payroll Audit Independent Determination. The program’s intent is to permit employers to self-audit and correct as appropriate their minimum wage and overtime practices,…

Read more

THE NEED FOR WRITTEN EMPLOYMENT AGREEMENTS

Well-Drafted Contracts Eliminate Uncertainty and Ambiguity Most workers are employed “at-will,” meaning either the employer or employee may end the work relationship at any time for any lawful reason without cause or advance notice. California law generally presumes an employee is employed at-will unless the employee can prove otherwise, such as a manager’s contrary verbal…

Read more

DO THE MATH

California Supreme Court Sets Out New Formula for Overtime When “Flat Sum” Bonuses Paid Often California employers reward employees with bonuses without realizing the proper way to calculate overtime when doing so.  This can put an employer at substantial risk if miscalculated over significant time for a large number of workers. Depending on the number…

Read more

ARE YOU DOING EVERYTHING POSSIBLE TO PREVENT WORKPLACE SEXUAL HARASSMENT?

In-Person Interactive Training or Online Mouse Clicking? Most employers with 50 or more on payroll know they are required to regularly provide workplace discrimination and harassment prevention training to their managers. See, California Government Code section 12950.1. With the marked rise in media-reported workplace sexual misconduct claims as a wake-up call, all businesses, no matter…

Read more

CONSULT OUR LAW EXPERTS

If you are facing possible litigation or have an employee issue on which you need immediate guidance, call us to speak to one of our attorneys, or submit your question using our contact form.

(626) 583-6600 Menu
(626) 583-6600