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Workplace harassment is one of many areas where California employers have additional legal obligations than employers who operate exclusively in other states. California has more protected classes, more employers are covered, and there is a greater level of liability for peer harassment, for example.
California noncompete agreements are basically void. California’s legislature routinely passes its own version of federal laws, often with crucial differences that can trip up multistate employers. Noncompete agreements are one such topic. While most states do not give employees protection (or only do so by limiting the scope of these agreements), they’re generally not allowed […]
Rest and meal breaks in California aren’t just a nice-to-have, they’re legally mandated, all the way down to how frequently rest breaks must be given over the course of a workday. In a CER webinar titled “Meal & Rest Breaks in California: Long-Awaited Brinker Decision Is Finally Here; What It Means for You,” Marc L. […]
Calculation of overtime in California differs from other states in regard to what hours count toward the total hours worked in the week, and that’s just the beginning. Even the best HR professionals can find the topic of paying overtime in California perplexing.
“I think it’s a natural tendency for people to want to be in control,” says business and leadership blogger Dan Oswald. “In fact, I read the other day that the feeling of a lack of control contributes significantly to a person’s stress level. So, it makes sense that all of us would prefer to be […]
When you experience a weather closing, how do you handle pay for your employees? Must you pay everyone? What are the differences between non-exempt and exempt employee pay?
Although Herman Cain will not be the next U.S. president, he has the dubious honor of bringing sexual and workplace harassment back into the national spotlight. He may well have done you a favor.
Experts say travel pay disputes – from business trips and mandatory off-site training to commuting time, waiting time, and on-call time – could fuel an enormous surge in lawsuits filed by workers in 2012 and beyond. Why? Many employers haven’t updated their workplace policies in recent years to keep up with changing federal and state […]
I-9 audits can strike fear into the heart of even the most diligent HR professional. We try to ensure that we are meeting all obligations to only hire individuals who are legitimately eligible to work in the United States, but what can California employers do to protect ourselves in the case of an I-9 audit?
Keeping accurate personnel records for every employee can be a burdensome task; there are varying legal requirements in terms of what must be kept and also how long it must be kept. How do you keep it all straight?