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Top 10 Stupidest Ideas CA Employers Could Have On Employment Law
My company is too small to be sued in a wage and hour class action.
I cannot afford an attorney to review my policies and give advice on what policies I should have.  (you are probably talking to the wrong lawyers if you are billed for every quick question he or she answers)
I don’t need a meal and rest break policy.  My employees know they can take a break whenever they want.
My current handbook is fine, [insert one of the following]: ,[object Object],[object Object],[object Object],[object Object]
My payroll company [insert one of the following]: ,[object Object],[object Object],[object Object]
All of my employees are exempt employees.  I find its simpler than having to figure out overtime and track employee’s hours each week.
What ?!&?, California employers with more than 50 employees are required to send their supervisors to sexual harassment training?
Minimal violations on  vacation pay,  timing of final pay checks,  and the information on the employee’s itemized wage statements cannot create much liability for my company.
I’m too busy to think about employment law issues – I’ll get to it next week.
Prepared by: Anthony Zaller [email_address]

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Top 10 Stupidest Ideas CA Employers Could Have

  • 1. Top 10 Stupidest Ideas CA Employers Could Have On Employment Law
  • 2. My company is too small to be sued in a wage and hour class action.
  • 3. I cannot afford an attorney to review my policies and give advice on what policies I should have. (you are probably talking to the wrong lawyers if you are billed for every quick question he or she answers)
  • 4. I don’t need a meal and rest break policy. My employees know they can take a break whenever they want.
  • 5.
  • 6.
  • 7. All of my employees are exempt employees. I find its simpler than having to figure out overtime and track employee’s hours each week.
  • 8. What ?!&?, California employers with more than 50 employees are required to send their supervisors to sexual harassment training?
  • 9. Minimal violations on vacation pay, timing of final pay checks, and the information on the employee’s itemized wage statements cannot create much liability for my company.
  • 10. I’m too busy to think about employment law issues – I’ll get to it next week.
  • 11. Prepared by: Anthony Zaller [email_address]