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Governor Davis has signed many new laws of interest to employers, ranging from creating a paid family leave program to implementing new layoff notice requirements; from new prohibitions against age discrimination to important changes to consumer report laws; from new restrictions on absence control policies to additional guidelines on responding to employee requests to view […]
The federal Occupational Safety and Health Administration (OSHA) recently released industry-specific guidelines for preventing musculoskeletal disorders in grocery stores. These voluntary guidelines contain practical recommendations to help grocery store employers and employees reduce the number and severity of ergonomic injuries. OSHA says employers in other industries for which guidelines have not been developed may find […]
We fingerprint employees and run a background check if they are going to be working with or near children. (We do it for current employees if they are transferring to such a job.) Are we required to provide these applicants/employees with the results of their fingerprint background checks?
The new law provides a short-term replacement for the current 30-year Treasury bond rate, which is currently used as the benchmark rate for pension funding liabilities. Some employers, unions, and workers expressed concerns about using the Treasury bond rate because it artificially inflates a plan’s funding liabilities. Congress enacted a temporary fix in March 2002 […]
Most public and private employers know it’s illegal to take action against employees because of their political activities. But a recent case highlights an important exception to this rule for public employees who qualify as “policymakers.” A terminated deputy sued a newly elected sheriff, alleging she was forced out of her job because she had […]
A colleague recently asked me what it takes to be a successful human resource professional in today’s employee-centric business environment. While not an easy question to answer, it was a good question that gave me pause. After much thought and conversations with the many human resource management experts here at the HR Daily Advisor, I’ve […]
If you have a nondiscretionary bonus plan that is awarded to nonexempt employees at intervals greater than each week (for example, on a quarterly, semiannual or annual basis), you are required to retroactively calculate the bonus into the employee’s “regular rate” of pay.