Joseph Beachboard — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
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Joseph Beachboard

Q. An employee recently disclosed that he is illiterate and asked for our help in finding an adult literacy education program. What are our obligations toward this employee under California law?

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Q. A former employee engaged in misconduct, which resulted in his discharge. Now he is requesting unemployment compensation benefits under California law. Is an employee entitled to these benefits if he or she is no longer employed, regardless of the circumstances?

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Five questions about COBRA and Cal-COBRA regulations.

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Q. As an employer, am I required to agree to all vacation requests my staff members submit?

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Q. I would like to ensure that all of the individuals working for us do not engage in morally questionable behavior. Since many people show their true selves on social media, not at work, can I check the social media profiles of applicants and employees?

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Q. Our wage payment deadline falls on the first Monday of September this year, which is Labor Day. By when must a company make payments to meet its deadline and avoid penalties when its payment date falls on a holiday?

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Q. This is our busiest time of the year, and we really can’t afford to give our employees Labor Day off. Is it illegal to have employees work on Labor Day?

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Q. I have chosen to keep my business open on Labor Day. Must I pay employees who work on Labor Day (and other holidays) premium holiday pay?

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Q. Our company often deducts the costs of meals and lodging from live-in employees’ minimum wages. How much can we credit meals and lodging against minimum wage in California?

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Q. We are expanding out hospitality chain into California. What is the maximum tip credit we will be able to deduct from servers in California?

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Q. We discovered that a beloved member of our kitchen staff has hepatitis A. I know that many protections exist for individuals with disabilities, but we are worried about him handling food. Can we reassign him to the front of the house as a host?

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Q. We discovered that one of our employees has a history of unprovoked violent fits due to schizophrenia. We certainly sympathize with our employee’s struggle, but we also worry about the safety of customers and other employees. Does state law allow us to fire him for this reason?

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Q. One of our employees suffers from arthritis and has complained that the temperature of the office triggers joint pain. She has requested that we heat the entire office to 80 degrees Fahrenheit as an accommodation of her disability. Must we do so?

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Q. Tax season is very busy at our accounting firm. Can I schedule employees to work every day of the week during the spring?

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Q. I own a truck stop. Do I have notice-posting obligations regarding human trafficking under state law? If so, how do I comply?

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Q. I am a small employer. One of my employees plans to donate a kidney to her sibling. She will need to take time off for the surgery and recovery. How much time can she take off? Must it be paid?

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Q. An employee who is a volunteer firefighter wants to take two weeks off to engage in related trainings. That seems like a lot of time to miss. Must I allow him to take this time off?

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Q. We are entering the busy season at work and would like our employees to work longer hours than usual for the next two months. Do we have any obligations to provide our employees with additional meal breaks if they work longer than eight hours in one day?

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Q. What methods can I use to compensate my employees for their work-related driving expenses?

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Q. Some of my employees are required to drive their personal cars to and from various worksites during working hours. Do I have to compensate these employees for the miles they drive during this travel? If so, how much per mile must I reimburse them for?

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