HR in CA
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Sorry to say we never had one in writing, but what we told the employees was something to the effect, "We as ABC company ban weapons of any kind on our site, regardless of the fact employees may have a permit. This ban also applies to the entire fa…
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The same would apply. We were told that employees could be asked to pay a deposit on the front end for loss and/or damages, but since we already had the phones, we didn't use this option.
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The only way an employee can be charged is if you have prove the loss was willfull on the employee's part. I was told by our legal eagles, this is almost impossible to prove.
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We had a combined health and safety fair. We had booths set up by local health care organizations, Chiropractors, etc. We had booths checking blood pressure, eye testing, how to correctly pick objcets up. We also had a fork lift course, who drove…
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The CFO should be terminated at once for failing to correct a situation that violates the law.
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In my separation agreement it states 7 days after the last party signs the agreement, which for remote employees is mine. I wououldn't send the check without having the original signed agremment in your hand. I think this person is trying to get t…
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I still see resumes with dates of graduation from high school and college. What I have done in the past is make a copy of the resume, then black out the portions that could be used to discriminate in hiring for the position. Then pass the copy alo…
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In former jobs I have done it both ways. Frankly I like keeping the two separate. Many managers would give someone a performance review based on the amount of the increase available. To me it was a cop out for the managers, if you have issues bri…
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The reason to keep them separate from the personnel file is in the event of an I-9 audit you would not want to hand over the personnel file to the auditor. The auditor may see other issues within the personnel file and alert the appropriate agency …
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It's not that you really missing anything, but in California I would never force an employee to resign. If the employee needs to go, then I would terminate. If it's just not working out then we agree to a mutual termination. If employees ask if t…
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Why is the employer asking for the resignation? Why doesn't the employer just terminate? I as an employee would not agree to this, without a thorough understanding as to why I am being asked to resign, then most likely I would allow the employer t…
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We have the same problem. Also are you aware that there is a penalty the employer must pay the employee? Labor Code 226.7 Prohibits employers from requiring employees to work during any meal period or rest period mandated by the Wage Orders. It al…
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The company that runs our background checks provides us with the forms. There is lots of legal information contained in ther information. Once we act on the report then we have adverse action forms that I complete, but it all points the applicant …
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Are you job offers made contigent upon the passing a drug test? We were advised years ago to make the offer contigent upon satisfactory results. I have termed many employees during their first few weeks for failing a drug test. Beckie
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In California unless the loss is caused by a dishonest or willful act or gross negligence, the employee can not be charged for the item. It is considered the normal cost of doing business. While I do not agree, the state takes the decision out of …
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Call out the HazMat crew to clean up the chew. If employee B did spit on the floor, write him up. Employee A 3-5 day unpaid suspension.
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Clever! Yes we do 150 employees
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My experience is that if you do not have the customer complaint in writing you do not have a customer complaint. Take all of your documentation (make 2 sets of copies) with you. Did you capture these issues and present them to her in writing? If …
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Here is our policy: The company participates in a corporae credit card program which is available to individuals who obtain manager approval, travel on company business several times per year, and meet the requirements of the corporate credit card …
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I found this at the DIR website, with an effective date of 1/1/03. I hope this helps: California WARN: As a result of AB 2957, California law now requires employers with 75 or more employees who layoff, relocate, or terminate 50 or more workers at…
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I do not believe that WARN Act has been repealed, in fact I believe they lowered the number of employees involved. I am looking through my newsletters to get more information. If I find it, I will respond again.
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For a holiday gift my former company gave out a carving set that included 8 steak knives. I was shocked! Things went along fine until the end of the shift when employees were dueling with the carving knife in the parking lot. In hindsight, not th…
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Ihave to agree with this post. If hours are not checked and corrected daily, then there is an increasing chance that the time listed is not correct. When employees get away with this once, it becomes a habit. As a manager I would make it my duty …
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In California we pay 100% as well. Many, many employees think they pay in like your former employee does. The proof is in the check stub!
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Linda S. nails the answer. Be careful when you ask an employee to leave before their notice is up. Future terminating employees will give you no notice. If there is a legit reason not to have them work until the final day, by all means pay them.
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I agree 100%. The trouble comes in when different supervisors want to treat the same violation differently. But again that happens even with at will. At will certainly puts the employee on notice that you can be terminated without going through p…
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In California, yes it is in conflict. According to every wage and hour seminar I have attended in the past 10 years.
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As others have said terminate. Afterall it was the final warning.
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Sorry to say, in California you do have to pay it. But then you can discpline them according to your policy. Where I work now and work in the past, this is considered falsification of timesheet and grounds for termination. Terminating the employe…
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I don't believe you have a problem; your former employee has the problem. We too have given long term employees one 'get out of jail free' chance. They must agree to random testing for the next 24 months and during that time if a random test comes…