The HR Specialist: California Employment Law

Having a fair disciplinary process is the best way to defeat frivolous discrimination allegations.

{ 0 comments }

The former editorial director of Yahoo’s Autos, Homes, Shopping, Small Business and Travel sections has filed a lawsuit claiming the company violated its own rules when it conducted a quarterly performance review while he was on an approved leave.

{ 0 comments }

Remind supervisors that retaliating against workers who report alleged criminal or other illegal activity may violate the California Labor Code.

{ 0 comments }

Not every hiring decision has to be based strictly on objective qualifications. Some jobs require special talents that are inherently subjective.

{ 0 comments }

If all you do with your handbook is bestow it on new employees on their first day, you’re not taking full advantage of it.

{ 0 comments }

Sometimes, workplace harassment can be so oppressive that an employee takes his own life. In some circumstances, those responsible for maintaining a workplace free of retaliation and harassment can be held liable for such a tragedy.

{ 0 comments }

A California appeals court has decided that, rather than tossing out an arbitration agreement, it would delete the parts it found unconscionable and then send the case to arbitration.

{ 0 comments }

A reasonable rule that says an employee will be discharged if she has been off work with an injury for one year or more is legal under California law.

{ 0 comments }

A Los Angeles jury determined that Bikram Choudhury—founder of the “hot” movement that has swept the yoga world since the 1970s—harassed and retaliated against an employee after she resisted his sexual advances.

{ 1 comment }

If you use a testing list to make hiring or promotion decisions, know that the date you announce the list doesn’t count towards any statute of limitations. Instead, the date of the first promotion or hire starts the clock ticking.

{ 0 comments }