Q. As a California employer, I realize that I cannot discriminate against employees who belong to protected groups. But what if I mistakenly think that an employee is or is not a member of one of these groups, and accidentally treat him or her in a way that is discriminatory?
Q. I hand a brochure titled “Job Information and Requirements” to each new hire I bring on board to my construction company. With the addition of new positions, I need to draft new brochures with job descriptions, but am having trouble determining the essential job functions. Is there a specific method that I can use to decide whether a job function is essential?
Q. I recently posted want ads to hire new employees. Recently, I received a letter from someone who wants to sue me for “deterring applicants.” The ads that I sent out simply stated my company’s name and address, the position available and that applicants who are younger and live nearby are preferred. What did I do wrong?
Q. Some of my construction employees must drive their personal cars to and from various work sites during work hours. Am I required to reimburse these employees for the miles they drive during this travel? If so, what is the amount per mile?
What are the penalties for violating California WARN Act’s notice requirements? And are there any valid exceptions to them?
Q. As a California employer, what forms and notices am I required to provide to employees I discharge? Also, are the forms and notices due immediately upon termination?
Q. One of my employees recently asked me, in person, if she could view her personnel records. What does California law require?
Q. I recently allowed one of my hourly employees to telecommute full time. What actions must I take to ensure proper payment of her wages?
Q. My daughter and I are the sole owners of our business. Are we required to obtain workers’ compensation coverage even though we have no employees?
Q. One of my employees was recently injured in a nonwork-related accident. If this employee returns to work and requires an accommodation to perform his duties, can allowing him to telecommute be considered reasonable accommodation?