California employees have a constitutional right to privacy. That doesn’t mean, however, that employers can’t monitor e-mail sent to and from company computers and servers. The key: a policy that makes it clear that transmittals are not private.
The workplace is meant for working, and employers have the right to expect their employees to behave themselves. You can and should demand that all your employees treat each other, customers, supervisors and everyone else with dignity. If you don’t already have a civility rule, consider adopting one.
A California Division of Labor Standards Enforcement opinion letter has given the green light to an increasingly common employment practice in today’s fragile economy: Cutting exempt employees’ normal workweeks and then paying them proportionately less.
The Court of Appeal of California has refused to reinstate a Los Angeles ordinance that tried to force some employers to retain the employees of businesses they acquired. The case may signal a judicial effort to rein in municipal regulation of California companies.
The California Division of Workers’ Compensation is acting to help small employers that need financial assistance bringing injured employees back to work. Small employers can apply for reimbursement of up to $2,500 for special equipment or other products needed to help accommodate the needs of injured workers returning to the job.
Steve Poizner, the California Insurance Commissioner and Republican candidate for governor, recently filed a lawsuit seeking to stop the sale of assets in the State Compensation Insurance Fund (SCIF). He contends efforts by the Legislature and Gov. Arnold Schwarzenegger to use the funds to balance the state budget are unconstitutional.
Supervisors who stand up for subordinates when they claim they have been discriminated against may be engaging in “protected activity.” That could make punishing those supervisors retaliation.
It’s a fact of life: Employees get into arguments at work. Obviously, you can’t let a situation get out of hand. But be careful how you discipline the individuals. That’s especially important if there’s no clear evidence about who said what to whom. If you decide to suspend one employee, suspend the other one, too.
Federal employees have special rules they have to follow in order to sue their employers for discrimination. One of these requirements is to contact an Equal Employment Opportunity “counselor” within 45 days of the alleged discriminatory act. The 9th Circuit has concluded that employees don’t have to contact the individual their employer has designated as the EEO counselor …
Wouldn’t it be great if you could just turn your employees into independent contractors? That way, you wouldn’t have to pay unemployment compensation taxes, provide workers’ compensation insurance and so on. But California courts are quick to zap employers that wrongly convert employees into contractors.