Practical HR Tips, News & Advice. Updated Daily.
Are deductions from pay ever allowed for exempt employees? Naturally an employer can make deductions for taxes or employee contributions to retirement or insurance premiums, but what about deductions for days of work missed? What about deductions for time an employee is out due to disciplinary action?
It’s crucial for California employers to get the information needed to properly designate absences so that FMLA/CFRA leave can be administered legally. But proper administration isn't always black and white. For example, if an employee's doctor advises that he or she is under the care of specialists, can an employer require that the specialist complete the FMLA certification?
At the end of a recent CER webinar on FMLA/CFRA certifications, Allen Kato fielded several questions from employers related to leaves of absence in California. Topics included requiring notice for intermittent leave, timing of receipt of certification, and employee requirements when calling out of work
Make a successful transition from tracking employee information in spreadsheets to managing it with personalized HR software that frees up time for meaningful work.
FMLA certification can serve multiple purposes. It not only helps employers determine whether a request for leave qualifies as FMLA-protected leave, but it also can be one of the most effective tools an employer can use to reduce FMLA abuse.
Last week, the California legislature passed a bill (AB 10) that will increase the minimum wage in California to $9.00 per hour effective July 1, 2014, and to $10.00 per hour effective January 1, 2016. Before the bill was passed, Governor Jerry Brown had indicated that he would sign it. The minimum wage in California is currently $8.00 per hour.
Yesterday, we looked at EEOC’s (allegedly egregious) discrimination case against Mavis Tire—1,300 hired, no women. Today, how you can uncover discrimination in your company.
Employers in California – and employers doing business in California – need to be aware of a new law that took effect January 1, 2012, that changed the way employers conduct employment credit checks in California: Assembly Bill 22 (AB 22). AB22 regulates the use of credit report checks of job applicants and current employees by employers for employment purposes and requires certain written notice to the consumer of the specific reason for obtaining the report.
California has some specific regulations that relate to the employment relationship—and these should be clarified in employee handbooks or in written notices. There are also some laws that affect the employment relationship, and employers need to keep them in mind, even if they’re not required in employee handbooks. Here are some examples, which will each be explored in further detail below
California background checks should be conducted with extreme care because California has a unique set of rules.