Tag: california hr
Wage and Hour: Jury Hits Wal-Mart with Staggering Overtime Verdict
A Pennsylvania jury has slapped Wal-Mart with a $78.5 million verdict for failing to pay overtime and requiring employees to work through rest breaks. The class action suit covers 187,000 current and former employees who worked for Wal-Mart between 1997 and 2006.
California-Specific HR Certification Available Soon
Beginning in April 2007, California HR professionals will have the opportunity to earn a California-specific HR certification, the first of its kind.
Sexual Harassment: New Law Clarifies Scope of Supervisor Training
Under A.B. 1825, which took effect on Jan. 1, 2006, employers with 50 or more employees must provide sexual harassment prevention training every two years to supervisory employees. It has been unclear, however, whether the law covers employees and supervisors located outside California.
Benefits: DOL Launches Website for Benefits Compliance
The U.S. Department of Labor’s Employee Benefits Security Administration (EBSA) has unveiled a new interactive website to assist employers operating group health plans with their compliance responsibilities under the various federal health benefits laws. The new Health Benefits Advisor provides information on these laws:
Employment Law Tip: 10 Strategies to Limit Turnover
If employee turnover rates at your organization are high, it’s probably time to focus on what you can do to increase employee retention. Why? Frequent turnover can have a host of negative consequences for your company, including lost productivity, costs associated with hiring a new employee, the cost of temporary employees or overtime to cover […]
Employment Law Tip: Four Cures for Workplace Stress
Employee job stress can take a heavy toll on your business—in high turnover, frequent illness, increased workers’ comp premiums, and reduced productivity. Fortunately, there are steps employers can take to ease job stress. The solution often lies in making organizational changes that will improve working conditions. Here are four ideas:
Unions: NLRB Broadens Definition of “Supervisor”
In a ruling that will have huge repercussions regarding union organizing, the National Labor Relations Board has set broader guidelines for determining whether an individual is a “supervisor” under the National Labor Relations Act (NLRA).
Sexual Harassment: Proposed Training Rules Go Through Another Revision
Last week, the proposed regulations to implement A.B. 1825 went through yet another round of modifications.
Human Resources: Should We Outsource HR Activities?
Our management has asked me to explore the possibility of outsourcing substantial parts of our HR function. (They’re not singling us out—other functions are doing the analysis, too). How can we tell what to outsource, and to whom? — Tammy, HR director in Cupertino