Practical HR Tips, News & Advice. Updated Daily.
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.
Yesterday’s CED detailed a highly significant report by the National Academy of Public Administration (NAPA) on the importance of supervisors to business.
When administering a PTO policy in California, it’s important to understand how the law treats the accrued days in the PTO bank. This matters for California employers since accrued vacation days are treated as accrued wages and must be paid out upon termination. As such, the same rules apply to any PTO time that is […]
Yesterday, we took a brief look at what OSHA is focusing on this year. Today, some more areas you as an HR professional should know about—plus an introduction to a detailed California-specific safety desk reference.
Even though your focus is HR rather than safety, you need to have a solid working knowledge of what OSHA and Cal/OSHA are up to. Here’s a general overview of what OSHA is focusing on this year.
California employers administering a leave of absence – be it for PDL, FMLA, or CFRA leave – have to be sure they understand which laws apply in any given circimstance. For example, which of the laws cover baby bonding time? Can that time be taken intermittently? What happens when an employee out on PDL has […]
When we think of retaliation, it’s usually in the context of an employee who has been disciplined or terminated after exercising some protected right. But what about an employee who is denied a pay raise after doing so?.
Much as most employers would like to impose a ban on discussion of pay—not to suggest that there are embarrassing inequities in your pay structure—it’s not legal because the NLRB (National Labor Relations Board) says it interferes with Section 7 rights.
Medical certification rules are designed to help employers verify whether a requested leave of absence is covered under the FMLA/CFRA. But simply asking the employee to return the medical certification does not always answer that question. For example, what medical certification should employers require for serious health conditions that are incurable—and how often can recertifications […]