The HR Specialist: California Employment Law — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 10
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The HR Specialist: California Employment Law

We say it over and over again: Document, document, document! But perhaps a little more clarity is in order: Document accurately, so there can be no doubt that you clearly recorded the details of violations that led to discipline.

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Arbitration agreements are enforceable in California only if they are conscionable. Courts are likely to uphold arbitration agreements written in plain language that is easy for employees to understand.

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One of the nation’s largest dried fruit processors, Z Foods in Madera, Calif., has agreed to pay $1,470,000 to settle sexual harassment and retaliation charges leveled in an EEOC lawsuit.

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Remind employees that attempting to access computer records after they terminate employment may land them in prison—even if they do so with the willing assistance of a current employee.

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If you use an arbitration clause to cut down on expensive litigation, make sure your attorneys know as soon as an employee sues. Otherwise, you may end up waiving your right to compel arbitration.

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The owner of two Mountain View, CA, transportation companies—Stanford Yellow Taxi Cab and AAA Legacy Limousine—fought a years’-long legal battle against the U.S. Department of Labor’s Wage and Hour Division, arguing that his employees were independent contractors. The DOL wasn’t going to be the first party to blink.

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East San Jose-based Peters’ Bakery has agreed to settle charges the bakery’s owner verbally abused and harassed a Latina employee because of her national origin.

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Do you have a method for making sure pay records are up-to-date, accurate and available? Remember, California law requires retaining pay records for three years.

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Starting on July 1, 2016, a new Los Angeles city ordinance began requiring Los Angeles employers with 26 or more employees to provide paid sick leave benefits. Employers with fewer than 26 employees must do so as of July 1, 2017.

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The U.S. Supreme Court has sent a case back to the 9th Circuit Court of Appeals without deciding if automobile service advisors are exempt.

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