Practical HR Tips, News & Advice. Updated Daily.
How can a California employer administer their PTO policy and still stay in compliance with the requirements for exempt employees? Can the employer make deductions from pay for an exempt employee after all PTO time has been used?
Pay-for-performance systems are not one-size-fits-all. While the general steps to implementation might be similar, the details will differ. Company size is one of the primary factors that will determine how the implementation will proceed.
Yesterday attorney David Schmit, founder of Schmit Law in Oakland, addressed some common (yet vexing) return-to-work questions. Today, his thoughts on a few more—plus an introduction to a workers’ comp webinar you won’t want to miss.
An employee with cancer will be covered as a disabled employee as defined by the ADA, and as such, employers need to understand what types of accommodations might be appropriate for an employee with cancer who is returning to work.
By now, you’ve probably seen (or at least heard about) Marina Shifrin’s viral “quit-eo,” in which she announces her plans to depart her job at a Taiwanese video animating company via homemade dance video – filmed at 4:30 am in her soon-to-be-former, cubicle-filled office:
What's an employer to do when there is ample documentation to terminate an employee, but the employee has recently engaged in a protected activity? For example, what if the employee files a workers' compensation claim or takes FMLA leave in close proximity to performance issues? This presents a real timing dilemma for employers: Doesn't it look retaliatory to terminate the employee immediately after the protected activity?
In California, PTO is legally the same as vacation. An employee may use the time for any reason she or he likes, subject to notice and scheduling requirements. PTO, like vacation pay, also "vests" as it is earned/accrued over time and must be cashed out at termination.
When dealing with employee performance management and employee terminations, it is paramount to ensure that the documentation is accurate, fair, and consistent with verbal explanations. This seems simple enough, but it's all too easy to get into a situation where a simple omission or a sugar-coated explanation can land an employer in court.
Should your organization have a sales compensation strategy that focuses on tying salaries to the costs of the goods sold (such as a commission-only program), or one with significant revenue or profit-based incentives?
Employers have an obligation to ensure employees are not using alcohol and drugs in the workplace because it could affect the safety of the whole team. There is latitude to discipline employees if alcohol or drugs are being used, but employers need to proceed with caution to handle the situation appropriately if substance abuse is suspected.