This video is the third installment of three videos covering issues surrounding terminations in California. For today’s Friday’s Five, in this final video in the series I discuss five common questions employers have about severance agreements:
California’s Fair Employment and Housing Council published new regulations pertaining to anti-discrimination and anti-harassment requirements effective April 1, 2016. Employers need to review and potentially update their policies in order to meet the new requirements.
The full text of the regulations can be obtained here.
Another Friday, another Friday’s Five. If you are new to the Employment Law Report, I write about a topic and include five items employers should understand on that topic every Friday. This Friday’s Five discusses the documents employers should consider providing to employees at the end of employment.
The documents include:
This week’s Friday Five is a discussion focused on a discussion of considerations employers should make during the termination process, such as:
Friday’s 5 is here. This post covers five issues that commonly arise when dealing with employment 
contracts and non-competition/non-solicitation agreements. It is a very broad area to discuss, so, as always, this is a very general overview. However, employers and executives alike should have a basic understanding about the legalities and enforceability of such clauses
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