felicia_matthews
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Thank you to everyone for their input. I rec'vd a response back yesterday from a supervisor at the DLSE and in citing section 204, all conceded wages are to be paid. Thanks again...
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I, along with Carol, am a California employer, where meal and break periods are heavily enforced. In CA, if the employee fails to receive their mandated breaks, not only do you have to pay them for that time (for the 1/2 hour meal period really, be…
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Thank you very much for your response. This common-sense approach should work well for us.
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Do you have a workers comp leave policy and did you have the employee sign an agreement that she will be responsible for paying for those premiums?
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The last company I worked for had a two-tier system for Executive employees and all-other employees. Executive employees began earnng PTO immediately upon hire (the first day of the month following start) and at a higher accrual amount. After comp…
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Instead of calling it a termination, call it resignation via job abandonment. Sometimes it is all in the semantics. I am a Dir of HR in CA, and even with the liberalness of our administrative law judges hearing UI cases, I have not encountered thi…
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I am sorry that I was not specific enough before. Our company previously used an EMPLOYMENT APPLICATION that asked applicants for his/her emergency contact and the relationship to the applicant. They used this app as little as 3 yrs ago. The same…
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I actually complete a file audit on each employee's file at every new company at which I go to work. This has been very time intensive, but I know that it is going to be me going through an EEOC or DFEH review, not the person whom I replaced. You …
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Beware of facial jewelry that could be deemed an expression of a sincerely held belief or of cultural significance. I had this issue in the past w/an employee of Indian (not Native-American) descent and we worked w/her on the issue after institutin…
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I am in CA - so indoor smoking is not really an option for employees. I did work in a Casino where patron smoking was allowed throughout the building but employees had to smoke outside, and this was never a problem w/UI or any other type of claim. …
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I think you need to make sure you have all your conversations very carefully documented, including date, time, location and who was present during. Now that this ex-employee is putting you on notice I think you still should investigate her claims, …
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I, along with Gillian, am a CA employer. There may be a perception that being in CA, staff can come come to work any way in which they please. My history has been with upscale hospitality, and dress code standards are the norm. I have even worked…
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For me the issue at stake here is not whether I personally have a problem with long hair. The issue I believe is whether Jabarian's employer can set a dress code standard in which long hair on men (absent a bond fide religious or faith-based belief…
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The reasonability for a difference in groooming standards between yourself in a senior role in HR and a delivery driver is in my opinion, more than justifiable. I mean no offense to delivery drivers, but I think it would be hard to argue that the a…
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Moreover, in some cases, a company develops a policy based on an incident or event that occurs with their staff. I was the Director of HR for a small community-bank (6 branches) and we had casual dress on Fridays. Well, a newly hired teller got a …
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I do not believe being "old-fashioned" has anything to do with it. The work culture continues to change and indeed certain industries have a more liberal view when it comes to the dress of their staff. But this topic has taken some dramatic swing …
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And we should not forget that the accomodation process is an interactive one. The employee has some responsibility in negotiating what he/she feels is a suitable accomodation for him/her. I had an employee who was a born-again Christian who had ta…
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I think it is time for you to come to terms with the idea that being in HR or upper-management means you are held to a higher standard. This may not be fair, but this is the career we have chosen. For example, I make the conscious decision to not …
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An employee could certainly file a workers compensation claim for exacerbation of allergies, asthma, bronchitis, COPD, emphesyma, etc. And if you were to have a pregnant employee, you could also have some exposure issues to the unborn fetus. In Ca…
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I just posted a similar question in the Wage and Hour Forum. And I have called around to some fellow communities to take an informal survey of what they are doing as well. Your best bet would be to give these supervisors a second job and then pay …
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You may want to change your employment application to ask if the app has any sentences pending. I think the insider trading conviction certainly has implications that he may not be the most trustworthy or ethical of persons. Based on his position …
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>We have a staff person who repeatedly brings 4 minor children to her >work site. This has been reported by her co-workers and is disrupting >their work. Our handbook does not specifically speak to children at >work. Does anyon…
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Additionally, an applicant could claim ADA protection as a "nicotine addict". And what do you do with an employee who suddenly picks up the smoking habit? Fire them, demote them, etc??? I think that if there are concerns with hiring a smoker, i.e…
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I do not think you should allow this bad-mouthing to continue unanswered. Not only is it unprofessional and conter-productive to your business efforts, you could end up with a suit from the bad-mouthing employee. He/she resigns, etc, and then slap…
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We received and posted in our mailrooms and employee bulletin areas, a 11 x 17 poster from the FBI that gives the same common-sense advice in regard to suspicious packages/letters. We obtained from our postal carrier...