Generally, California employers must comply with the following rules governing whether they may obtain criminal history information when conducting background checks for applicants or employees:
Today’s Friday’s Five focuses on five aspects of responding to employee’s complaints made on social media. Yelp has been in the news recently (Another ex-Yelp worker is calling the company out after being fired, CNNMoney; Yelp’s Tweet About Fired Employee Could Spell Legal Trouble, Inc.com [I was quoted in this article]), for
Terminations. It is not a subject you cover in management class, or any class for that reason. But yet the termination process is one of the more common business decisions that will receive the most scrutiny, and are probably the most legally challenged decisions in the workplace. In addition, terminations trigger immediate legal obligations that
Today’s Friday’s Five focuses on what steps one can take to become more proficient in operating under California’s complex employment legal structure.
Happy Friday. Big data has entered into the employment context. The EEOC is proposing changing the EEO-1 report to require employers to report about an employee’s earnings based on their race, gender and ethnicity. Here are five things employers should know about the EEOC’s proposal:
1. Proposal to add wage data about employees to EEO-1
Employers need to review their compliance with California’s sexual harassment training requirements 
on a periodic basis. When doing so, it is a good time to update policies and remind employees about the company’s policies on a routine basis – not just when a complaint is made. This Friday’s Five provides reminders about sexual harassment training
Happy Friday! This Friday’s Five focuses on the termination process. Employers should develop a termination checklist to ensure all documents and contingencies are consistently covered during the process. Here are five pointers employers can use to start in developing their own checklist:
1. Final wages must be timely paid.
The employee’s wages must be paid
California employers are required to provide non-exempt employees with certain information upon hire as required by the Wage Theft Protection Act. The law became effective in 2012 and is codified at Labor Code section 2810.5. Many employers use the Labor Commissioner’s template (embedded below) to meet their legal requirement, and will pre-populate the items in
2016 will be a year in which joint employer liability will be a major issue for employers. Why am I making this prediction? First, the NLRB has refocused attention to this issue in hopes of expanding the number of employers that can be found jointly liable. Second, the Department of Labor issued an Administrative Interpretation
Gary Vaynerchuk discusses how he uses social media to engage with his 500 or so employees and addresses the risks on The Ask Gary Vee Show, episode 176 (video below). Gary made his career using social media, and continues to do so in running his digital media company, Vayner Media. So it does not