Practical HR Tips, News & Advice. Updated Daily.
“The number one violation that I’m seeing right now amongst employers is confusion over the concept of hours worked and regular rate.” attorney Mark Jacobs noted the audience in a recent CER webinar.
“What do you think of when someone refers to sexual harassment? In California, and under federal law, sexual harassment covers a wide variety of behavior–from unwanted sexual attention, to offering favorable treatment in exchange for sex, to sex-related teasing that fundamentally changes the workplace environment, to general hostility directed towards someone because of that person’s sex—even if the hostility itself is not of sex-based origin or [sex-]based terms.” Nicole Legrottaglie explained in a recent CER webinar.
If sexual harassment occurs in your workplace, you’ll also face more disciplinary issues and the chance of lawsuits . Even if the employer isn’t found liable, it can still be extremely expensive and distracting.
Looking for a way to keep your workers’ compensation costs in check? What about getting injured employees healed and back as quickly as possible? What if all of these goals could be met with a return-to-work program? Would you be interested?
When an employee is injured on the job, everyone’s first concern is ensuring they get immediate treatment. A close second is ensuring the best recovery. But how much influence do employers have over the recovery? More than you might think.
Have you considered implementing an official return-to-work program for injured employees? Doing so can have benefits for both the employee and the employer, but there are also questions to consider
California employers understand that their state laws often differ from federal laws. One of the prime examples of this is in overtime pay calculations. California law differs in many ways, not the least of which is when overtime is due and how the “hours worked” are calculated for this purpose.
Yesterday, we presented attorney Jathan Janove’s suggestions for dealing with employees who say, “My aberrant behavior was caused by my disability.” Today, we’ll give you more of his tips—plus an introduction to an upcoming California-specific ADA/FEHA training session.
Ensuring that disabled employees are not discriminated against is one of the goals of both the Americans with Disabilities Act (ADA) and California’s Fair Housing and Employment Act (FEHA). This goal is accomplished through not only defining what it means to be disabled and what must be done to accommodate those with disabilities, but also through specifically outlining the actions that employers cannot take without violating the law.
It’s an HR professional’s nightmare: getting sued over the improper administration of FMLA leave. And it really happens, even to well-meaning HR teams. Here are some recent case examples highlighting the importance of getting FMLA leave right.