Part 2 - Employee handbooks for California Employers. Discussing employment policies on sexual harassment, meal and rest breaks, vacation and leave, and policies to avoid.
Top 10 Stupidest Ideas CA Employers Could HaveAnthony Zaller
This document summarizes 10 potentially risky ideas that California employers could have regarding employment law compliance. These include believing the company is too small to be sued, not having an attorney review policies, not needing meal and rest break policies, relying on outdated handbooks, relying on a payroll company for legal compliance, classifying all employees as exempt, not providing required supervisor harassment training, minimizing the risks of certain pay violations, and putting off addressing employment law issues due to being too busy.
This webinar presentation provides an overview of employment rights under the Employment Standards Act of Ontario. It covers minimum wage rates, overtime pay, public holiday pay, termination notice and pay, vacation pay, emergency leave, maternity and parental leave, and how to protect your rights. The presentation encourages workers to contact legal clinics or lawyers if they have questions or encounter issues related to their employment rights.
The document outlines recent amendments and developments to Ontario's Employment Standards Act, including new complaint procedures that require employees to notify their employer and the Ministry in writing of any violations. It also discusses new powers given to Employment Standards Officers to attempt to settle complaints or require parties to provide evidence. Exemptions for notice and severance pay as well as overtime pay are explained, along with what constitutes "willful misconduct."
Recorded on May 30, 2013 - This webinar, intended for community workers, gives an overview of workers' rights under the Employment Standards Act, including overtime pay, illegal deductions, termination pay, severance pay, and public holiday pay. It covers steps a worker can take if the employer violates these standards.
Watch an archived recording of this webinar and download copies of presentation materials at
http://yourlegalrights.on.ca/webinar/employment-standards-ontario-workers
California's new paid sick leave law requires employers with one or more employees in California to provide up to 24 hours or 3 days of paid sick leave per year to employees beginning July 1, 2015. The law applies to all employees who work over 30 days in a year in California. Employees accrue one hour of paid sick leave for every 30 hours worked. Employers must allow employees to use accrued paid sick leave and carry over unused time to the next year, up to a maximum of 48 hours.
This document discusses unfair dismissal, including:
- 4 types of dismissal: fair, unfair, wrongful, constructive
- What constitutes unfair dismissal, including dismissal for a potentially fair reason without following fair procedure
- 4 automatically unfair reasons for dismissal relating to pregnancy, family reasons, representation, pay and hours
- 5 potentially fair reasons for dismissal under UK law: conduct, capability, redundancy, statutory restriction, other substantial reasons
- The 5 preliminary requirements for an unfair dismissal claim: 1 year continuous service, employee was dismissed, claim brought on time, not an excluded category, effective date of termination
Top 10 Stupidest Ideas CA Employers Could HaveAnthony Zaller
This document summarizes 10 potentially risky ideas that California employers could have regarding employment law compliance. These include believing the company is too small to be sued, not having an attorney review policies, not needing meal and rest break policies, relying on outdated handbooks, relying on a payroll company for legal compliance, classifying all employees as exempt, not providing required supervisor harassment training, minimizing the risks of certain pay violations, and putting off addressing employment law issues due to being too busy.
This webinar presentation provides an overview of employment rights under the Employment Standards Act of Ontario. It covers minimum wage rates, overtime pay, public holiday pay, termination notice and pay, vacation pay, emergency leave, maternity and parental leave, and how to protect your rights. The presentation encourages workers to contact legal clinics or lawyers if they have questions or encounter issues related to their employment rights.
The document outlines recent amendments and developments to Ontario's Employment Standards Act, including new complaint procedures that require employees to notify their employer and the Ministry in writing of any violations. It also discusses new powers given to Employment Standards Officers to attempt to settle complaints or require parties to provide evidence. Exemptions for notice and severance pay as well as overtime pay are explained, along with what constitutes "willful misconduct."
Recorded on May 30, 2013 - This webinar, intended for community workers, gives an overview of workers' rights under the Employment Standards Act, including overtime pay, illegal deductions, termination pay, severance pay, and public holiday pay. It covers steps a worker can take if the employer violates these standards.
Watch an archived recording of this webinar and download copies of presentation materials at
http://yourlegalrights.on.ca/webinar/employment-standards-ontario-workers
California's new paid sick leave law requires employers with one or more employees in California to provide up to 24 hours or 3 days of paid sick leave per year to employees beginning July 1, 2015. The law applies to all employees who work over 30 days in a year in California. Employees accrue one hour of paid sick leave for every 30 hours worked. Employers must allow employees to use accrued paid sick leave and carry over unused time to the next year, up to a maximum of 48 hours.
This document discusses unfair dismissal, including:
- 4 types of dismissal: fair, unfair, wrongful, constructive
- What constitutes unfair dismissal, including dismissal for a potentially fair reason without following fair procedure
- 4 automatically unfair reasons for dismissal relating to pregnancy, family reasons, representation, pay and hours
- 5 potentially fair reasons for dismissal under UK law: conduct, capability, redundancy, statutory restriction, other substantial reasons
- The 5 preliminary requirements for an unfair dismissal claim: 1 year continuous service, employee was dismissed, claim brought on time, not an excluded category, effective date of termination
This document provides an overview of unfair dismissal laws in Australia, including:
1. The definition of unfair dismissal and how the laws have changed over time, being introduced in 1994 and amended in 1997 and 2006.
2. The three main aspects of unfair dismissal law: having good reasons for dismissal, providing proper notice, and ensuring procedural fairness in the dismissal process.
3. Examples of cases related to unfair dismissal laws and how they have been interpreted by courts over time.
The document provides an overview and update on the Affordable Care Act and employment law for 2015. It summarizes key provisions of the Healthy Workplaces, Healthy Families Act of 2014 requiring employers in California to provide a minimum of 3 paid sick days per year. It also discusses employer reporting requirements under Sections 6055 and 6056 of the ACA, including forms and deadlines for reporting health coverage and offers of coverage to employees.
Shared parental leave 2015 guidance for parents and employersThe Legal Partners
HR Directors, Employers, mothers, fathers, here is a visual story to highlight the new paternity leave & maternity leave entitlement under the new shared parental leave laws now in force. What to do? how to apply? how to respond? who is eligible? is it suitable? It's all here in a quick digestible summary.
Workplace pensions pension auto-enrolment an employers guide from The Legal P...The Legal Partners
A guide and 7 point plan to enable employers to comply with the new Workplace Pensions and Auto-Enrolment. Know your staging dates, what to do next, how to plan for Auto-Enrolment and how to get employees on board.
Top 5 Labor and Employment Law Trends for 2017Snag
Between a new president taking office, big labor and employment law changes and overtime regulations (on, then off), 2017 is sure to be a year of change for hourly employers.
The temporary (for now) blocking of the new overtime regulations, growth of Ban the Box legislation, newly-released Form I-9 and recent developments under the Americans with Disabilities Act and Family (ADA) and Medical Leave Act (FMLA) are making it increasingly difficult to stay compliant in an ever-changing employment landscape
Check out our “Top 5 Labor and Employment Law Trends for 2017” webinar presentation, featuring Ogletree Deakins, the nation’s leading labor and employment law firm to:
-- Learn how the top five labor and employment law trends will impact the way you screen, hire and manage workers in 2017
-- Understand your options now that a federal judge has temporarily blocked the new wage & hour/overtime law from taking effect on December 1, 2016
-- Find out how new Form I-9 and Ban the Box employment legislation will affect your current hiring processes
-- See how technology can help you ensure 100% screening and hiring compliance across all of your locations
Recorded on June 13, 2013. - This webinar, intended for community workers, presents options for workers who have been fired or laid off. It looks at when an employer can fire an employee, what a worker can do if they are wrongfully dismissed, and what the Courts or the Ministry of Labour look for when dealing with dismissal cases.
Watch an archived recording of this webinar and download copies of presentation materials at
http://yourlegalrights.on.ca/webinar/wrongful-dismissal
6 Facts/Updates You Must Know About the Employer Mandatebenefitexpress
This webinar covers:
• What is a large employer and how to determine it?
• Coverage requirements
• Penalties
• Who is a full time employee and how to determine it?
• Who is a variable hour employee?
• Reporting requirements
Employees in the Philippines have basic rights that are protected by law, including:
1) Equal work opportunities regardless of gender, race, or creed.
2) Security of tenure which prevents dismissal without just cause or due process.
3) Standard work hours of 8 hours per day and a weekly rest day of 24 consecutive hours after 6 days of work.
4) Minimum wage, wage-related benefits, and requirements for payment of wages within certain time periods.
Families First Coronavirus Response Act (FFCRA) WebinarEmilyBroadbent1
The Families First Coronavirus Response Act (FFCRA) provides for two sources of paid leave for employees in response to the coronavirus epidemic. The act applies to all employers with less than 500 employees. The act is intended to assist employers with recoupment of costs via payroll tax reimbursement. This webinar also will provide information on those credits.
Australian law prevents unfair dismissal from employment. An employer cannot fire an employee without a valid reason such as poor performance after additional training. Being sick, reporting unsafe work conditions, union membership or legal proceedings are not valid reasons. Employers must provide notice periods ranging from 1-4 weeks depending on tenure or pay in lieu. Valid reasons for dismissal include misconduct, health and safety risks, theft, assault or not following reasonable instructions. Not all workers are protected from unfair dismissal such as casuals or those within probation periods.
Employee vs. Independent Contractor - How to Differentiate and Avoid Penalties?benefitexpress
This presentation reviews: which factors the IRS uses to determine common law employee status | how does this affect compliance with ACA | what penalties may apply.
The document discusses alternatives to layoffs that employers can consider when seeking to cut costs during economic downturns. These alternatives include work furloughs where employees take unpaid time off, reduced work weeks with shorter hours, and salary decreases. While avoiding some issues with layoffs, employers must take care to comply with wage and hour laws and avoid liability. Proper planning through early notification, reviewing agreements and laws, and considering collective bargaining is advised.
This document provides information about key California labor laws regarding wages and hours from several important court cases:
- Peabody v. Time Warner established that commissions must be paid at least semi-monthly and employees must earn at least minimum wage even in weeks paid only with base pay.
- Mendiola v. CPS Security ruled that "on-call" time constituted compensable work hours if the employer exercised significant control over employees.
- Brinker Restaurant Corporation v. Superior Court affirmed employers must provide meal and rest breaks and authorized breaks of at least 10 minutes for every 4 hours worked.
The document concludes with contact information for the California Department of Industrial Relations to answer questions about complying with wage
The document discusses the meaning and types of employment contracts. It defines an employment contract as an agreement between an employer and employee that stipulates the conditions of employment. There are three main types of contracts: contracts for an unspecified period, contracts for a specified period, and contracts for a specified task. The document also examines instruments used to determine whether someone is an employee or contractor, including control tests, organization tests, economic reality tests, and mutuality of obligation tests. Key areas that should be covered in an employment contract are also outlined, such as parties, dates, remuneration, terms and conditions, leave, and job title.
Completing aca reporting for employers with insured coveragebenefitexpress
This webinar reviews how to complete Forms 1094-C and 1095-C for employers with insured coverage, in addition to: what codes to use in lines 14 and 16 of Form 1095-C | what boxes should be checked on line 22 of Form 1094-C | how Form 1094-C has to be completed if your employer is a member of a controlled group | reporting for COBRA participants, retirees, and other non-employee issues.
The Department of Labor has launched a new smartphone timesheet app to help employees track their hours worked. The document discusses four areas companies should self-audit to stay compliant with Department of Labor regulations: (1) classifying independent contractors correctly, (2) ensuring all workers are legally authorized, (3) exempting only bona fide exempt employees, and (4) paying proper overtime to non-exempt employees. It recommends fixing any issues, conducting a lawyer audit, and following remedial steps to prepare for potential Department of Labor investigations.
Get Paid: An Employees Guide to Wages, Overtime and Severance in PennsylvaniaCurley & Rothman, LLC
You should have a basic understanding of some of the more important aspects of Pennsylvania employment law in order to ensure that you recognize a violation by an employer, should one occur. Learn more about wages, overtime and severance in Pennsylvania in this presentation.
Leave Requirements & Interplay between FMLA, ADA and Workers Compensationholhammer
Polly would likely not be considered a "qualified individual" under the ADA because driving is an essential function of the sales position she was assigned to. Providing her with a driver or Uber reimbursement would not be considered a reasonable accommodation because it would eliminate an essential function of the job. Sophie should explore whether there are any vacant alternative positions Polly could perform with or without accommodation that do not require driving as an essential function. If not, Polly would not be entitled to accommodation under the ADA.
Kris Tanner & Dan Ditto provide detailed information about recent HR updates and laws to help keep your business compliant in 2021.
As a co-employer, we're excited to help our clients continue to grow and achieve their business goals in 2021.
Most employers have heard at least one of these demands from their employees:
“You have to give me two 15-minute breaks.”
“You owe me overtime pay for last week.”
“You can’t make me work on Sundays.”
This webinar reveals the truths behind seven common employee misconceptions about time and pay laws. We’ll reveal the real truths behind these demands, according to the latest regulations. Just as important, you will walk away with a better understanding of how to protect your rights as an employer.
You will learn:
What the law really says about breaks (you may be surprised!)
When you can — and can’t — force employees to work on weekends and holidays
Whether or not you must pay employees for time spent traveling, training and commuting to work
Legal methods for minimizing overtime pay
When you should consider going above and beyond what the law requires
This document provides an overview of unfair dismissal laws in Australia, including:
1. The definition of unfair dismissal and how the laws have changed over time, being introduced in 1994 and amended in 1997 and 2006.
2. The three main aspects of unfair dismissal law: having good reasons for dismissal, providing proper notice, and ensuring procedural fairness in the dismissal process.
3. Examples of cases related to unfair dismissal laws and how they have been interpreted by courts over time.
The document provides an overview and update on the Affordable Care Act and employment law for 2015. It summarizes key provisions of the Healthy Workplaces, Healthy Families Act of 2014 requiring employers in California to provide a minimum of 3 paid sick days per year. It also discusses employer reporting requirements under Sections 6055 and 6056 of the ACA, including forms and deadlines for reporting health coverage and offers of coverage to employees.
Shared parental leave 2015 guidance for parents and employersThe Legal Partners
HR Directors, Employers, mothers, fathers, here is a visual story to highlight the new paternity leave & maternity leave entitlement under the new shared parental leave laws now in force. What to do? how to apply? how to respond? who is eligible? is it suitable? It's all here in a quick digestible summary.
Workplace pensions pension auto-enrolment an employers guide from The Legal P...The Legal Partners
A guide and 7 point plan to enable employers to comply with the new Workplace Pensions and Auto-Enrolment. Know your staging dates, what to do next, how to plan for Auto-Enrolment and how to get employees on board.
Top 5 Labor and Employment Law Trends for 2017Snag
Between a new president taking office, big labor and employment law changes and overtime regulations (on, then off), 2017 is sure to be a year of change for hourly employers.
The temporary (for now) blocking of the new overtime regulations, growth of Ban the Box legislation, newly-released Form I-9 and recent developments under the Americans with Disabilities Act and Family (ADA) and Medical Leave Act (FMLA) are making it increasingly difficult to stay compliant in an ever-changing employment landscape
Check out our “Top 5 Labor and Employment Law Trends for 2017” webinar presentation, featuring Ogletree Deakins, the nation’s leading labor and employment law firm to:
-- Learn how the top five labor and employment law trends will impact the way you screen, hire and manage workers in 2017
-- Understand your options now that a federal judge has temporarily blocked the new wage & hour/overtime law from taking effect on December 1, 2016
-- Find out how new Form I-9 and Ban the Box employment legislation will affect your current hiring processes
-- See how technology can help you ensure 100% screening and hiring compliance across all of your locations
Recorded on June 13, 2013. - This webinar, intended for community workers, presents options for workers who have been fired or laid off. It looks at when an employer can fire an employee, what a worker can do if they are wrongfully dismissed, and what the Courts or the Ministry of Labour look for when dealing with dismissal cases.
Watch an archived recording of this webinar and download copies of presentation materials at
http://yourlegalrights.on.ca/webinar/wrongful-dismissal
6 Facts/Updates You Must Know About the Employer Mandatebenefitexpress
This webinar covers:
• What is a large employer and how to determine it?
• Coverage requirements
• Penalties
• Who is a full time employee and how to determine it?
• Who is a variable hour employee?
• Reporting requirements
Employees in the Philippines have basic rights that are protected by law, including:
1) Equal work opportunities regardless of gender, race, or creed.
2) Security of tenure which prevents dismissal without just cause or due process.
3) Standard work hours of 8 hours per day and a weekly rest day of 24 consecutive hours after 6 days of work.
4) Minimum wage, wage-related benefits, and requirements for payment of wages within certain time periods.
Families First Coronavirus Response Act (FFCRA) WebinarEmilyBroadbent1
The Families First Coronavirus Response Act (FFCRA) provides for two sources of paid leave for employees in response to the coronavirus epidemic. The act applies to all employers with less than 500 employees. The act is intended to assist employers with recoupment of costs via payroll tax reimbursement. This webinar also will provide information on those credits.
Australian law prevents unfair dismissal from employment. An employer cannot fire an employee without a valid reason such as poor performance after additional training. Being sick, reporting unsafe work conditions, union membership or legal proceedings are not valid reasons. Employers must provide notice periods ranging from 1-4 weeks depending on tenure or pay in lieu. Valid reasons for dismissal include misconduct, health and safety risks, theft, assault or not following reasonable instructions. Not all workers are protected from unfair dismissal such as casuals or those within probation periods.
Employee vs. Independent Contractor - How to Differentiate and Avoid Penalties?benefitexpress
This presentation reviews: which factors the IRS uses to determine common law employee status | how does this affect compliance with ACA | what penalties may apply.
The document discusses alternatives to layoffs that employers can consider when seeking to cut costs during economic downturns. These alternatives include work furloughs where employees take unpaid time off, reduced work weeks with shorter hours, and salary decreases. While avoiding some issues with layoffs, employers must take care to comply with wage and hour laws and avoid liability. Proper planning through early notification, reviewing agreements and laws, and considering collective bargaining is advised.
This document provides information about key California labor laws regarding wages and hours from several important court cases:
- Peabody v. Time Warner established that commissions must be paid at least semi-monthly and employees must earn at least minimum wage even in weeks paid only with base pay.
- Mendiola v. CPS Security ruled that "on-call" time constituted compensable work hours if the employer exercised significant control over employees.
- Brinker Restaurant Corporation v. Superior Court affirmed employers must provide meal and rest breaks and authorized breaks of at least 10 minutes for every 4 hours worked.
The document concludes with contact information for the California Department of Industrial Relations to answer questions about complying with wage
The document discusses the meaning and types of employment contracts. It defines an employment contract as an agreement between an employer and employee that stipulates the conditions of employment. There are three main types of contracts: contracts for an unspecified period, contracts for a specified period, and contracts for a specified task. The document also examines instruments used to determine whether someone is an employee or contractor, including control tests, organization tests, economic reality tests, and mutuality of obligation tests. Key areas that should be covered in an employment contract are also outlined, such as parties, dates, remuneration, terms and conditions, leave, and job title.
Completing aca reporting for employers with insured coveragebenefitexpress
This webinar reviews how to complete Forms 1094-C and 1095-C for employers with insured coverage, in addition to: what codes to use in lines 14 and 16 of Form 1095-C | what boxes should be checked on line 22 of Form 1094-C | how Form 1094-C has to be completed if your employer is a member of a controlled group | reporting for COBRA participants, retirees, and other non-employee issues.
The Department of Labor has launched a new smartphone timesheet app to help employees track their hours worked. The document discusses four areas companies should self-audit to stay compliant with Department of Labor regulations: (1) classifying independent contractors correctly, (2) ensuring all workers are legally authorized, (3) exempting only bona fide exempt employees, and (4) paying proper overtime to non-exempt employees. It recommends fixing any issues, conducting a lawyer audit, and following remedial steps to prepare for potential Department of Labor investigations.
Get Paid: An Employees Guide to Wages, Overtime and Severance in PennsylvaniaCurley & Rothman, LLC
You should have a basic understanding of some of the more important aspects of Pennsylvania employment law in order to ensure that you recognize a violation by an employer, should one occur. Learn more about wages, overtime and severance in Pennsylvania in this presentation.
Leave Requirements & Interplay between FMLA, ADA and Workers Compensationholhammer
Polly would likely not be considered a "qualified individual" under the ADA because driving is an essential function of the sales position she was assigned to. Providing her with a driver or Uber reimbursement would not be considered a reasonable accommodation because it would eliminate an essential function of the job. Sophie should explore whether there are any vacant alternative positions Polly could perform with or without accommodation that do not require driving as an essential function. If not, Polly would not be entitled to accommodation under the ADA.
Kris Tanner & Dan Ditto provide detailed information about recent HR updates and laws to help keep your business compliant in 2021.
As a co-employer, we're excited to help our clients continue to grow and achieve their business goals in 2021.
Most employers have heard at least one of these demands from their employees:
“You have to give me two 15-minute breaks.”
“You owe me overtime pay for last week.”
“You can’t make me work on Sundays.”
This webinar reveals the truths behind seven common employee misconceptions about time and pay laws. We’ll reveal the real truths behind these demands, according to the latest regulations. Just as important, you will walk away with a better understanding of how to protect your rights as an employer.
You will learn:
What the law really says about breaks (you may be surprised!)
When you can — and can’t — force employees to work on weekends and holidays
Whether or not you must pay employees for time spent traveling, training and commuting to work
Legal methods for minimizing overtime pay
When you should consider going above and beyond what the law requires
This document provides 10 tips for managing employee ill health and reducing absenteeism. It advises employers to carefully track absence records, conduct return-to-work interviews to determine any underlying issues, promptly issue formal warnings if needed, obtain clear medical evidence by asking targeted questions of doctors, consider reasonable adjustments to allow employees to continue working, explore alternative duties if needed, holistically consider dismissal based on illness patterns and impact, and potentially pursue a negotiated settlement in long-term cases. Common problem areas include absences related to non-medical reasons, avoiding discipline, substance abuse, malingering, and sickness caused by the employer.
From Documentation to Discipline: Control Unscheduled Absences with Proper At...ComplyRight, Inc.
Did you know? Approximately 15% of businesses have no process for tracking employee attendance. Not keeping accurate records encourages employees to work less and take unaccounted time off — simply because you permit it.
Proper attendance tracking can prevent this. It allows you to tackle workplace absences head on — and reduce the aggravation of frequent call-ins, tardiness and other productivity-draining issues related to attendance.
Watch this free, insightful webinar to learn:
• The costs of excessive, unscheduled absenteeism on your business
• Why companies — large and small — should track attendance
• The legal do’s and don’ts of attendance tracking
• Compliance pitfalls that can occur with improper, incomplete recordkeeping
• Demo of a cost-effective solution for easier attendance tracking
Employsure Workplace Presentation | Managing late employeesEmploysure AU
Constantly late employees can be damaging to any business, and resolving the issue can be a challenge. This presentation outlines how to identify and manage consistently late employees in the workplace.
Employsure helps over 13,000 business owners with employment relations, protecting employers from risks by providing unlimited advice, legally compliant documents, insurance and representation. Employsure is a workplace relations specialist dedicated to helping small businesses succeed by creating fair and safe workplaces.
Call us: 1300 651 415
Visit us at: https://employsure.com.au/
LinkedIn: https://www.linkedin.com/company/employsure
Facebook: https://www.facebook.com/employsure.com
Twitter: https://twitter.com/Employsure
How to Manage Employee Leave Requests and Control Absence AbuseComplyRight, Inc.
An employee approaches you to request time away from work. During the conversation, he or she mentions that it’s related to a medical issue. Do you know what to do next?
Handling employee leave requests related to medical or family issues can be tricky. First, you need a working knowledge of the various laws governing employee leave, including federal laws (FMLA, USERRA, ADA) and an ever-growing list of state and local laws. Then, you need a roadmap for evaluating the request to determine which laws apply. Finally, you need to know how to manage the day-to-day absences from day one until the granted leave is complete.
This free webinar will address your biggest concerns and put you on firm footing. You will be guided through the primary laws that come into play with employee leave. We’ll also share practical, hands-on tactics for fielding a leave request, managing the time off and, most important, preventing abuse.
Specifically, you’ll learn more about:
• The typical scenarios that qualify for employee leave
• The definition of a “serious health condition” under the FMLA
• What to do when the FMLA and ADA overlap
• The red flags of leave abuse, and when to intervene
• How to manage FMLA requests, including intermittent and long-term leave
• Necessary notice and certification documentation for compliance
Coffin Mew Solicitors take a look at:
Performance management during employment – Susy Perry
Disciplining and dismissing under performers – Holly Cudbill
What’s on the horizon – Tabytha Cunningham
Absence management is designed to support employee health needs, provide guidance on absence procedures, detail appropriate sick pay schemes, and factor in legal positions on unauthorized absence. Getting absence management wrong can be costly due to a lack of employee support and honesty about absences. Employers should implement clear absence policies, return to work procedures, sick pay information, and support employee health through flexible working, employee assistance programs, and reasonable accommodations.
This document provides an overview of employee leaves for HR professionals. It discusses various types of leaves including medical, workers compensation, maternity/paternity, military, etc. It outlines important steps to take when an employee requests leave such as determining leave basis and duration, ensuring proper documentation is provided, and whether the leave is continuous or intermittent. The document also discusses leave payment status, FMLA eligibility, and return to work procedures.
sick lv article in Constant Contact (00053508xAF685)krose50
The document summarizes key aspects of California's new mandatory paid sick leave law, which takes effect on July 1, 2015. It outlines 10 important things for employers to know, such as requirements to post notices by January 1st, cover all employees regardless of size or status, allow accrual of sick time, and separately track employee balances and use. Employers must modify policies and payroll systems to comply with the new law. The document was distributed by The Rose Group law firm to inform clients about employment law changes in California.
This document provides an overview and agenda for a workshop on core principles of human resources. The workshop will review the duty to accommodate employees with disabilities, staffing basics like recruiting and compensation, and designing human resources policies. It also presents examples of accommodating employees with disabilities and the responsibilities of both employers and employees in the accommodation process. Key topics include when the duty to accommodate applies, types of accommodations and disabilities, and maintaining confidentiality of employee medical information.
Work in Progress - 10th Year Anniversary - Employment Law Update VisualBee.com
The document provides an employment law update covering several topics:
1) The abolition of the default retirement age means employers can no longer force retirement based on age unless objectively justified. This may impact performance management, succession planning, and employee benefits.
2) New maternity and paternity provisions allow fathers to take up to 26 weeks of additional paternity leave in the first year. Employers must update family friendly policies.
3) The Equality Act consolidates previous anti-discrimination laws into a single act. The Bribery Act strengthens anti-corruption laws and requires adequate procedures to prevent bribery.
4) Agency worker regulations provide equal treatment for benefits and opportunities after 12 weeks to
The document discusses the costs of labor mistakes and how to avoid them. It promotes a labor law guide service that provides guidance on issues like managing absenteeism, sick leave policies, dismissal procedures, and answering labor law questions. It aims to help businesses understand and comply with complex labor legislation to protect themselves legally and reduce costs associated with labor issues.
Absenteeism, Destructive Workplace BehaviourCG Hylton Inc.
• Types of absenteeism: culpable, innocent: making the distinction
• Addressing the root causes of absenteeism to determine if it is a symptom of stress, burn-out, addictions etc.
• Proactive strategies and guidance to rectify the behaviour
• Attendance policy: tips and strategies
• Ignoring it won't make it go away: how to communicate expectations, policy and confront the issue
• Determining when termination is appropriate
This document summarizes California labor law requirements regarding hours of work, overtime, and alternative workweek schedules. It discusses maximum and minimum hour rules, mandatory days off, travel time pay, meal and rest break rules, overtime exemptions, and the process for establishing an alternative workweek schedule through a secret ballot election of affected employees. It provides guidance on maintaining and repealing alternative schedules in compliance with state law.
Wage & Hour Compliance (Series: Protecting Your Employee Assets: The Life Cyc...Financial Poise
Compliance with federal (as well as state) wage and hour laws returned to the forefront towards the end of the Obama administration when it appeared that the salary threshold that applied to exempt employees would be increased significantly. While the proposed change will not happen, the Trump administration has signaled that the threshold will nonetheless likely increase. Regardless of where the new threshold lands, employers must nonetheless be mindful of the risks posed by misclassifying individuals as exempt as well as by a host of practices that can imperil otherwise proper classification decisions. And while the federal government is no longer scrutinizing the use of independent contractors as closely today, employers must still be careful when relying on contractors. This webinar delves into the mistakes commonly made by employers and endeavors to provide attendees with the tools needed to help find and fix potential wage and hour pitfalls.
To view the accompanying webinar, go to:
This letter of expectation outlines corrective action being taken against an employee for excessive absenteeism and failure to follow attendance standards. It describes the employee's specific unplanned absences and tardy occurrences over the past six months. The letter clarifies the supervisor's expectations that the employee must immediately and sustainably comply with attendance standards by notifying supervisors in advance of absences, submitting documentation for absences, and improving attendance. It also notifies the employee of their FMLA rights and resources available through an employee assistance program. Attachments including attendance records and policies are listed.
Show Them the Money: Wage & Hour Compliance (Series: Protecting Your Employee...Financial Poise
Compliance with federal (as well as state) wage and hour laws returned to the forefront towards the end of the Obama administration when it appeared that the salary threshold that applied to exempt employees would be increased significantly. While the proposed change will not happen, the Trump administration has signaled that the threshold will nonetheless likely increase. Regardless of where the new threshold lands, employers must nonetheless be mindful of the risks posed by misclassifying individuals as exempt as well as by a host of practices that can imperil otherwise proper classification decisions. And while the federal government is no longer scrutinizing the use of independent contractors as closely today, employers must still be careful when relying on contractors. This webinar delves into the mistakes commonly made by employers and endeavors to provide attendees with the tools needed to help find and fix potential wage and hour pitfalls.
To listen to this webinar on-demand, go to: https://www.financialpoise.com/financial-poise-webinars/employment-wage-hour-compliance-2020/
No HR Staff? 7 Crucial Moves to Master Everyday Employee ManagementComplyRight, Inc.
There's a point when it becomes obvious that a business needs an HR professional on staff. Until then, managing the required recordkeeping tasks, handling questions from employees, and taking proper steps to protect your business from legal risk can seem like a never-ending burden that distracts from other critical business activities. And yet, you can’t afford to ignore these responsibilities.
Take a deep breath! This free webinar will provide practical guidelines for getting HR activities under control, even without an HR specialist on staff. After the presentation, you’ll have solid information to help your business run more smoothly and, most importantly, protect you in the event of an employee lawsuit.
In this insightful webinar, you'll learn:
• Common mistakes to avoid when hiring
• How to create an organized recordkeeping system
• Employee policies every business needs
• The right way to document performance issues
• Why accurate labor law postings are critical
• Steps to prevent a costly harassment claim
• How to use technology to reduce HR overhead
Similar to California Labor & Employment Law Podcast (20)
5 Common Mistakes to Avoid During the Job Application Process.pdfAlliance Jobs
The journey toward landing your dream job can be both exhilarating and nerve-wracking. As you navigate through the intricate web of job applications, interviews, and follow-ups, it’s crucial to steer clear of common pitfalls that could hinder your chances. Let’s delve into some of the most frequent mistakes applicants make during the job application process and explore how you can sidestep them. Plus, we’ll highlight how Alliance Job Search can enhance your local job hunt.
Job Finding Apps Everything You Need to Know in 2024SnapJob
SnapJob is revolutionizing the way people connect with work opportunities and find talented professionals for their projects. Find your dream job with ease using the best job finding apps. Discover top-rated apps that connect you with employers, provide personalized job recommendations, and streamline the application process. Explore features, ratings, and reviews to find the app that suits your needs and helps you land your next opportunity.
Resumes, Cover Letters, and Applying OnlineBruce Bennett
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
Leadership Ambassador club Adventist modulekakomaeric00
Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.