California labor and employment laws are constantly evolving and this year is no exception. For employers, being up-to-date on these changes is vital. Non-compliance with California’s new employment statutes may result in disgruntled employees at the least, or penalties and lawsuits at the worst. Below are changes to three laws that are in effect this [&hellip
2014 brings a new Congressional election season, and it appears the Federal Minimum Wage will be at the center of the political debate. Since the inception of the FSLA in 1938 under President Roosevelt, it has been debated whether the enforcement of a fair “living wage” should outweigh the negative effects such an enforcement might [&hellip
The human resources and employment world has been abuzz with the latest labor news coming out of Washington. President Obama recently signed a presidential memorandum directing the Department of Labor to revamp its overtime regulations which would expand the number of salary-exempt employees that would qualify for overtime pay. The move comes as no surprise [&hellip
(This guest post by Jeff Nowak, originally appeared on the FMLA Insights Blog and can be found here.)
On March 7, the Bureau of Labor Statistics (BLS) released its monthly Employment Statistics Highlights report for the month of February 2014 with some solid economic news: non-farm payroll employment increased by 175,000 jobs in February. That’s up from 129,000 in January, and only 84,000 in December 2013. The top hiring industry was professional and business [&hellip
Managers act as the front-line between Executives and their employees. They are tasked with not only ‘getting the job done’, but are also expected to motivate their employees, act as role models for their staff, promote a positive work environment, and transmit the vision and mission of the organization. And all the while, they are [&hellip
2014 brings new laws and requirements for California employers. It is important for California-based businesses to understand how to comply with these new requirements. In order to help protect employers against liability, we are proud to be presenting a COMPLIMENTARY webinar next Thursday, February 27: California Employment Law: Updates and Changes for 2014. This webinar [&hellip
With the East Coast battling its third major blizzard this winter season, the snow and ice are not only wreaking havoc on the roads and airports. Confusion abounds in the workplace as employers face numerous questions regarding employee pay, time-off and telecommuting. For example: Do employers still have to pay employees if they are closed [&hellip
According to the letter-of- the-law, an “at-will” employee may be terminated at any time without reason or notice. However, an at-will employment relationship does not give a manager permission to fire an individual illegally or to breach an employment contract. Nor does it protect a company from a wrongful termination lawsuit filed by a disgruntled [&hellip
When it comes to pop culture, watching a room full of people cheer or cringe as an executive screams, “You’re fired” may make for some riveting reality television. In real-life, however, there’s nothing entertaining about the termination process. Termination is one of the most, if not the most, unpleasant duties a manager, supervisor, or human resources professional must face.
This article discusses the impact, trickle-effect and cost of terminating an employee.
In our last post, we discussed several important changes to 2014 California labor laws, such as Wage and Hour legislation, and Leaves and Benefits guidelines. In this post we cover seven new laws discussing discrimination, retaliation, and immigration protections.
Each year, the California legislature passes new employment laws, or updates existing laws, that directly impact the way employers do business in the state. 2014 was no exception. Dozens of new regulations are effective on January 1, 2014, with others going into effect later in the year.
In this, the first of a 2-part series, we highlight key legislation impacting Wage & Hour laws, and Leaves & Benefits
With the New Year just over a month away, dozens – actually hundreds – of new labor and employment laws are scheduled to go into affect across the entire US. Some affect local municipalities only, some are state-wide regulations, while others are federal and impact businesses across the nation.
What is your business doing to stay ahead of the curve?
Here are 4 easy ways to stay on top of the changing employment landscape
Quality candidates for an open position will show up for the interview having done research on the company and its services, and may even have spent some time running through potential questions in their heads. In order to identify the best person for the job, the interviewer should be prepared as well. This article discusses interviewing best-practices and the three types of questions all interviewers should know.
Once upon a time, there was a perfect job candidate. That person was hired and became the perfect employee. However, in the real world, finding the perfect employee is not always a fairy tale. The same person who sparkled during the interview is now having a negative effect on employee morale, causing a decrease in productivity, and even driving customers away.
The good news is that by taking 5 basic steps to the lay the groundwork, hiring professionals can avoid a nightmare scenario and ensure they have the right tools in hand to find the best possible person for the job
A new California employment law, AB 241, was recently signed into law by Governor Jerry Brown. The new law, also known as the Domestic Workers’ Bill, goes into effect on January 1, 2014 and protects the rights of domestic workers and personal attendants who are employed in private households. California becomes only the second state in the country, behind New York, to pass such a bill.
California is looking to make history as it pushes to become the first state in the country with a minimum wage of $10 per hour. The new bill, known as AB10, passed the California legislature last week following a hotly contested debate, along party lines. It now waits for Governor Brown’s signature
Alcohol abuse can affect all aspects of a person’s being, including their professional life. For employers, detecting an alcohol problem in an employee can be an uncomfortable and awkward situation. However, in most cases, there will be a decline in performance and signs that the person may have a problem with drinking. Here are a few warning signs to detect a possible alcohol problem in an employee and how to confront them in a professional setting
With 2014 fast approaching, both small and large employers have a laundry list of items to review in order to ensure compliance with the Affordable Care Act. This article provides a list of 13 key points that employers should keep in mind when assessing medical plans, insurance coverages and heath care programs
Many employers have a great deal of faith in their management teams and have entrusted them to appropriately oversee, direct and discipline their staff. However, ignoring the need for ongoing management training can be a risky proposition for any company.
Management is considered an extension of the business, and in many cases, companies are held directly responsible for the actions, or lack of action, of their leadership team. Claims against companies as a result of management discrimination, harassment, or retaliation have become increasingly common.
What can a company do to raise the bar of management productivity and success, and to prevent unwanted lawsuits? They can employ one or more of the following effective techniques: Training, Coaching and Mentoring