Practical HR Tips, News & Advice. Updated Daily.
Yesterday, we looked at a case in which a brand-new agricultural worker fell off a high ladder, sustaining both physical and psychiatric injuries. Normally a worker has to be with an employer for at least six months to recover for psychiatric injuries—what did the court conclude in this case?
When a worker sustains an injury at work, it’s not always just the body that gets hurt—you may also be facing a claim for psychiatric injury. Today and tomorrow, we’ll look at a new case that helps clarify exactly when you may be liable for these sorts of injuries for new workers.
Yesterday, we looked at four of attorney Paul Lopez’s five recommended questions for avoiding problems due to overtime-based lawsuits. Today, our analysis of the fifth question—plus an introduction to a resource that provides you with the California-specific wage/hour handbook policies you need.
What are your considerations when deciding whether to implement a paid time off (PTO) policy? Do you know all of the pros and cons? PTO policies typically combine vacation days and sick days together into one bank of available days. In a CER webinar titled “Paid Time Off: How to Draft and Administer an Effective […]
This morning, the U.S. Supreme Court upheld the Affordable Care Act (ACA) individual mandate provision. The individual mandate provision requires most Americans to obtain health insurance by 2014 or pay a penalty.
Yesterday, we looked at the Top 5 items on our “HR Documentation Killers” list. Today, the rest of the list—plus an introduction to a webinar next month that you won’t want to miss.
A formal compensation administration program is the basic management tool for ensuring that employees are satisfied. You can accomplish this in a variety of ways, but at the end of the day the goal is employee attraction, motivation, and retention. Does your compensation administration program utilize merit pay? Automatic increases? Cost-of-living increases? Bonuses? Some combination […]
Yesterday, we examined the question of whether you can implement a new policy that hasn’t officially been changed yet. Today, some tips for smooth implementation of policy changes, courtesy of Diana Gregory of Insperity.
We recently received the following question from a California Employer Advisor subscriber: We have a policy we’re planning to change. We told the affected employees that we will be handling the issue a particular way, but we didn’t explicitly tell them that the new practice is contrary to what is in the handbook, or that […]
If you have an employee who is bipolar, is that considered to be a disability? Must you provide an accommodation for work? In a CER webinar titled “Bipolar Employees: HR’s Legal and Practical Accommodation Roadmap,” Maureen Duffy, Susan G. Fentin, and Tom Wootton outlined some of the potential frustrations of having a bipolar employee, and […]