The California Supreme Court believes that employees should be paid for all of their work, in, and that any difficulty in capturing this time for its non-exempt employees is the employer’s problem to resolve.
In this issue, we’ll look at some common mistakes that have resulted in otherwise unassailable terminations going south in court, and step-by-step solutions to prevent the worst-case scenario from unfolding.
Where federal OSHA fell short, the State of California has picked up the slack, with Cal-OSHA recently finalizing a safety standard regarding Housekeeping Musculoskeletal Injury Prevention.
Many employers also believe it’s a good policy to avoid candor when letting an employee go for performance deficiency reasons, opting instead to tell some story about a work slowdown or mysterious economic circumstances.
Laws requiring both public and private employers to accommodate their pregnant employees have become a trend over the past several years.
Although no one can ever be fully prepared for such natural disasters, it is important to be aware of the federal and state laws that address these situations.
Now, to combat worker uncertainty, numerous states and municipalities have begun passing these types of laws, referred to as predictive scheduling…
Employers need to hold all employees, regardless of protected characteristic, to the same standards in order to avoid even the appearance of discrimination.
With the first tropical storm of the season bearing down on the Gulf Coast, it is a good time to dust off your HR Department’s Hurricane Plan and make sure it is up to date.
Employers should know that balancing the use of E-Verify while avoiding the implications of employment discrimination can prove to be as simple as walking a tightrope. But fear not! Here is a crash course on what you need to know about E-Verify.