The HR Specialist: California Employment Law

Here’s some good news for em­­ployers: Employees can’t use “me-too” evidence pointing to widespread discrimination against many classes of employees if their initial claim only alleges discrimination against a specific subgroup.

{ 0 comments }

Here’s incentive to give managers more control over their own schedules. It could prevent one dis­­gruntled employee from turning a simple lawsuit into a class action that covers everyone else with a similar job. That might make the difference between a small verdict and a huge one.

{ 0 comments }

A California Court of Appeal re­­cently held that an arbitration agreement was unenforceable because it was unconscionably one-sided.

{ 1 comment }

Employers that do business in several states often have a single employee handbook covering all workers at all locations. If that de­­scribes your organization, be careful about how you handle details like arbitration agreements.

{ 0 comments }

Do you employ workers on a piece-rate basis but require them to stick around when things are slow or perform other tasks between the piecework? If so, watch out!

{ 0 comments }

Employees asking for ADA disability accommodations often end up providing very private details about their health. Carefully guard that information so only those who have a real need to know about it are privy to the employee’s condition. That means you should establish a strict protocol for distributing health-related information.

{ 0 comments }

Here’s a timely reminder that you should carefully document disciplinary actions and make sure there is no unintentional discrimination. The key is to thoroughly consider the appropriate punishment for each transgression, taking into account all the details.

{ 1 comment }

If your workplace isn’t exactly the picture of diversity, the need to fire your only minority employee may worry you. Isn’t that just courting a lawsuit? Maybe—but that’s no reason to retain a poor performer.

{ 0 comments }

You have probably read that once a disabled employee has exhausted his FMLA and other sick leave, you should still consider offering a brief leave extension as a reasonable accommodation. That’s true to a point. However, once you have allowed additional leave and the employee still isn’t cleared to return to work, it may be time to terminate him despite his disability.

{ 0 comments }

It happens all too often: A supervisor hears that a subordinate wants to file a discrimination complaint and warns that following through might harm the worker’s career. It usually takes the form of a caution that complaining will brand the employee as a “troublemaker” and could cost promotion opportunities. The supervisor may genuinely believe that, but expressing it is a bad idea …

{ 0 comments }

Page 30 of 109« First...1020293031405060...Last »