With the end of summer quickly approaching, this Friday’s Five (and next week’s post as well) covers broad topics employers should review periodically. Today’s post covers five questions a company operating in California should be asking on a routine basis:
1. Has the company reviewed and updated the employee handbook and related policies?
As discussed
In this Friday’s Five I discuss:
For good or bad, the use of AI is already prevalent and its potential uses are expanding quickly, including to the workplace. LinkedIn is currently suing a competitor, hiQ Labs, for use of information “scraped” from the social network’s site and used for AI analysis. hiQ uses the information gleaned from LinkedIn to predict
USCIS released a revised version of Form I-9, Employment Eligibility Verification. The revised I-9 was released on July 17, 2017, and employers can use this revised version or continue using Form I-9 with a revision date of 11/14/16 N through September 17, 2017. On September 18, 2017 employers must use the revised form with
The City of Los Angeles recently assessed Carl’s Jr. Restaurants $1.45 million in fines for violation of the City’s minimum wage law ordinance. The City sought these penalties against Carl’s Jr. for allegedly failing to pay 37 employees the applicable Los Angeles minimum wage rate of $10.50 per hour from July 1, 2016 to
Happy Friday! This Friday’s Five, I discuss five issues California employers should consider given the minimum wage increase that took effect in many Southern California cities and counties on July 1, 2017.
Los Angeles City begins enforcement on July 1, 2017 of its Fair Chance Initiative for Hiring Ordinance that prohibits employers from seeking criminal background information prior to offering a job to applicants. The ordinance was effective in January 2017, but to give employers time to become compliant with the new hiring prohibitions, the City delayed
I’m tired of HR getting push to the corner of the executive suite meetings. I get to see firsthand on a daily basis about how effective HR departments (or even CEOs, CFOs, or other company leaders) who recognize the importance of personally connecting with employees and helping employees develop, are more profitable organizations with reduced
In speaking to a few groups of California employers this week, a common question kept coming up about what are the essential 
employment policies California employers must have? While there are more than five, this week’s Friday’s Five starts with what I consider to be critical policies that every California must have in place.
1.
Expense reimbursement may seem like a small issue in comparison with the other areas of liability facing California employers, but the 
exposure for not appropriately reimbursing employees can be substantial. In Gattuso v. Harte-Hanks Shoppers, Inc., the California Supreme Court clarified the parameters of mileage reimbursement under California law, as well as the three