Practical HR Tips, News & Advice. Updated Daily.
Under California law, employees who work a “split shift” are entitled to one hour’s pay at minimum wage in addition to at least the minimum wage for that workday. But what, exactly, is a split shift? Guest columnist Cathleen Yonahara of San Francisco-based Freeland Cooper & Foreman, LLP explains.
Think it might be time to move to electronic recordkeeping? You already have, says attorney Marc Jacuzzi. Look at what you are already doing electronically:
No HR document is more important than the job description. It’s the architectural blueprint of your company, showing what all parts of the organization do, how they interrelate, and who sees that the work gets done.
Progressive discipline is a multi-step process. Today, we’ll look at how to properly implement it, and the need for proper documentation.
Yesterday, we looked at some of the elements your employee handbook should include. Today, we’ll take an in-depth look at what your grievance procedure should look like, courtesy of attorney Peter Panken of Epstein Becker & Green, PC. We’ll also tell you how you can get a comprehensive collection of 101 California-specific employee handbook — […]
An employee handbook tells workers what they’re getting, instills a team spirit, and lets people know what the rules are, says attorney Peter Panken of Epstein Becker & Green, PC.
In order to prevail in wage/hour lawsuits, says consultant Jonna Contacos-Sawyer, employers must be able to effectively justify their compensation decisions.
Employers can say “Catch me if you can,” but they had better be ready to explain their decisions when the DOL says “I caught you,” says consultant Jonna Contacos-Saywer.
Yesterday, we looked at 3 common EEO investigation errors, courtesy of attorney Jonathan Segal. Today, the final 3 on his list — plus an introduction to an important webinar later this week, specifically for California employers, on the rapidly approaching EEO-1 filing deadline.
Performance appraisals can help strengthen your case if you’re sued by an employee. Providing an inadequate evaluation, or no evaluation at all, can be used against you with devastating results. Juries tend to come down hard on employers who don’t appear to have given an employee a chance to improve.