Tips for Employers

True or False, California Law on Employee Benefits

1.              A California employee is entitled to paid vacation. False.  California law does not entitle an employee to paid vacations.   If an employer has an oral or written vacation policy, paid vacation time is earned by an employee on a pro rata basis for each day of work and is considered part of the employee’s…

Tips for Employers

Reduce Your Risk of a Sexual Harassment Lawsuit

Managing the risk of a sexual harassment lawsuit requires employers to take specific measures to help prevent sexual harassment before it occurs.  These measures can be summarized as three part process: (1)  establishing a sexual harassment policy; (2) implementing procedures to enforce the policy and (3) enforcing the policy through those procedures. Employers begin by issuing…

Tips for Employers

Itemized Wage Statements

Each time that wages are paid, a California employee must the employee with an itemized statement that shows the following nine pieces of information: 1.              Gross wages earned, 2.              Total hours worked (unless the employee is exempt from overtime requirements), 3.              If the employee is paid on piece rate basis, the number of piece rate…

Tips for Employers

Uniforms & Tools

The term “uniform” includes wearing apparel and accessories of distinctive design or color.  Ordinary work clothes are not considered uniforms when the employees have free choice of what to wear. When the employer specifies the design or color or requires that an insignia be affixed, it is considered a uniform. An employer who requires uniforms…

Tips for Employers

Pay Days

Wages must be paid according to a regularly set schedule. (Labor Code § 207)  When employees work overtime during a pay period, the payment of the overtime wages may be delayed to the next regular payday. (Labor Code § 204)  All earned wages must be paid at least twice a month, on days designated in…

Tips for Employers

Five Common Mistakes of Employee Handbooks

1.              Containing material that is unrelated to the employer. For example, any policy that the employer does not enforce and any procedure that the employer does not follow should be removed. follow 2.              Inconsistencies with other documents.  When an employee handbook conflicts with a provision of a contract between the employer and an employee, a…