Posts Tagged ‘workplace policies’
SENIOR EXECUTIVES MUST RECEIVE HARASSMENT PREVENTION TRAINING
City Settlement of Suit over Former San Diego Mayor Filner’s Conduct is a Case in Point As relayed in our August 30, 2013 blog, San Diego Mayor Bob Filner left office in disgrace last summer on the heels of multiple allegations of sexual harassment. In damning defense, Mr. Filner claimed the City never provided him […]
CALIFORNIA’S EXPANDED IMMIGRATION-RELATED PROTECTIONS
New for 2014 While employers are barred by federal law from knowingly employing unauthorized immigrants, companies are also barred from treating any immigrant unfairly, whether or not authorized to work in the U.S. New California laws for 2014 provide the strongest anti-retaliation protections for immigrant workers in the country. This legislation penalizes employers who threaten […]
A CALIFORNIA EMPLOYER’S GUIDE TO NEW LAWS 2014: OVERTIME RIGHTS FOR NANNIES AND PERSONAL ATTENDANTS
Domestic Worker Bill of Rights Extends Wage Order Protections to Caregivers Our articles “Caring for Caregivers” and “Private Household Workers in California” caution that misunderstandings about California’s rules for household employees can be expensive. California’s Domestic Worker Bill of Rights (DWBR), effective January 1, 2014, drives home the need to properly pay the wages and […]
A CALIFORNIA EMPLOYER’S GUIDE TO NEW LAWS 2014: MILITARY AND VETERAN STATUS
Protected Against Workplace Discrimination, Harassment Beginning on January 1, 2014, California’s Fair Employment and Housing Act (FEHA) will protect an individual’s “military and veteran status” against employment discrimination and harassment. This new FEHA provision defines military and veteran status as “a member or veteran of the United States Armed Forces, United States Armed Forces Reserve, […]
EQUAL OPPORTUNITY REPORT DUE
Applies to Companies with 100 or More Employees All employers with 100 or more employees must profile the gender, race and job category of their workers by September 30th on the EEO-1 Report, addressed to the U.S. Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs (OFCCP). The requirement stems from […]
EMPLOYMENT LIABILITY FOR WORKPLACE HARASSMENT
U.S. Supreme Court Decision Slims Down Super-Sized Supervisor Definition Under federal and California law, employer liability for workplace harassment can depend entirely on the legal definition of a “supervisor.” The U.S. Supreme Court has recently clarified that definition under Title VII of the Civil Rights Act of 1964 in Vance v. Ball State University (June […]
FINAL PAYCHECK
What California Employers Must Pay Upon Termination A worker recently asked whether his now-former employer should have included sick time and vacation time in his final paycheck. He wrote: “I’m no longer working for [the employer] and I thought I was going to get my paid time off with my last check such as … […]
WHO IS AN “EMPLOYEE” UNDER CALIFORNIA’S ANTI-DISCRIMINATION LAW?
Some Volunteers May be Covered The California Court of Appeal has decided that the state’s workplace anti-discrimination law did not protect a former Los Angeles Police Department volunteer police reserve officer. Estrada v. City of Los Angeles, published July 24, 2013. However, the result would likely be the opposite for a private business in similar […]
FIRST IMPRESSIONS 101
Maintaining Workplace Dress and Appearance Codes As one never gets a second chance to make a first impression, many employers make it their business to specify a dress code policy, particularly for workers who regularly greet and work with the public. Setting such standards is a proper commercial practice of course, so long as management […]
BIG STICK DIPLOMACY
Employee Discipline Policies Then-New York Governor Teddy Roosevelt probably summed up politics, diplomacy, and personnel management with his line: “Speak softly and carry a big stick; you will go far.” Some suggestions: ● Management is Part of the Solution, Not the Problem – In the face of reported misconduct, a personnel manager should always proceed […]