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 20
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The HR Specialist: California Employment Law

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

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

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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.

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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.

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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.

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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.

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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.

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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.

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A federal court has concluded that an employer and employee can agree that claims will be arbitrated and that an arbitrator can decide if the parties had the right to agree on the subject matter.

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If you decide to punish an employee for testifying against you in a legal deposition, be prepared for even more litigation.

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