Yesterday’s CED covered new guidance concerning the application of Title VII to domestic violence, assault, and stalking; today, the ADA story. What are some examples of employment decisions that may violate the Americans with Disabilities Act and involve applicants or employees who experience...

Although domestic violence, sexual assault, and stalking are not on “the list” of protected categories, there are many instances where such behavior—or managers’ attitudes toward it—can violate Title VII and the ADA. DOL’s recently released Questions and Answers: The...

One potentially confusing area for employers is determining under which circumstances employee training time must be paid. Is all employee training time considered hours worked? The time that employees spend in meetings, lectures, or training is considered hours worked and must be paid, unless: Attendance...

Employers must ensure that employee handbooks are accurate and up-to-date, which means accurately reflecting the current state of California employment law—including recent FEHA changes that have gone into effect. Handbooks have two purposes. The first is to inform employees about the rules and...

Yesterday , attorney Adam Keating took on some common employer questions about employee handbooks. Today, more Q&A—plus an introduction to a must-have California-specific collection of employee handbook policies—fully updated for 2013! Keating is a lawyer at Ford Harrison LLP. He recently...

An employee handbook can be your best friend or your worst foe. Careless wording may create a contract promising employees advantages you don’t mean to promise, but on the flip side, a carefully worded handbook can help shield your organization from liability. Employee handbooks are a powerful...

There are dozens of picky technical ways to run afoul of employment laws, but more often than not it's the most fundamental failures that get employers in trouble, say attorneys John K. Skousen and Christopher J. Boman. Unfortunately, Skousen says, employers have the money and the power, so there's...

We've been taking a humorous look at dysfunction in the workplace. Today, more indicators of trouble, and an introduction to a California-specific set of employee handbook policies that will help you keep your workplace out of the realm of the ridiculous. Yesterday , we reported on 10 signs of a...

It's a Dilbert ® world out there, says HR blogger Scarlett Pruitt. Signs of dysfunction are rampant. Today, we'll touch on 10 of the most glaring. Pruitt, blogging on HRWorld.com , collects real-world evidence of dysfunction in workplace settings. We thought that these 10 of her most revealing...

Employment handbooks should protect employers. "An employee handbook provides communication; it helps you to comply with the law; [and] it provides consistency – it allows you to treat all employees in a consistent manner." Andrea Paris explained in a recent CER webinar: These are the...

Yesterday’s CED covered technology policies in general. Today we look at a narrower area—electronic monitoring—and provide an audit checklist to help you avoid expensive privacy lawsuits. Employers have many good reasons for monitoring employee activity, but they should always remember...

Make sure employees know the "why" behind your tech policies, says attorney Lisa Guerin. Otherwise, they'll find workarounds that could confound—or bring down—your systems. Guerin's tips come from her recent book Smart Policies for Workplace Technologies . She says that...

California’s strict and complex employment laws make it more important than ever to have an effective employment handbook. Policies that are clearly written and effectively spell out the rights and responsibilities of both you and your employees can reduce your risk of liability and protect your...

Yesterday’s CED showed how to clarify what you are looking for in a candidate; today, how to translate that into candidate terms, plus an introduction to BLR’s handy HR audit guide. Translating into Candidate Terms Now you have to translate your desires into concrete terms that you can use...

“I need this job filled, and I want it posted today!” No surprise that managers who are short an employee want to a new hire instantly, but that’s a dangerous approach. Slow down, step back, and figure out what you are looking for. In their eagerness to start interviewing, many managers...

Yesterday , we examined the question of whether you can implement a new policy that hasn’t officially been changed yet. Today, some tips for smooth implementation of policy changes, courtesy of Diana Gregory of Insperity. Tips for Implementing New or Changing Policies 1. Decide which modes of communication...

We recently received the following question from a California Employer Advisor subscriber: We have a policy we're planning to change. We told the affected employees that we will be handling the issue a particular way, but we didn't explicitly tell them that the new practice is contrary to what...

You should regularly revise and modify your employment policies and employee handbooks as the law changes and as your operational needs dictate. Once you make policy changes, however, should you communicate them to your employees? If so, how? Here are some tips for success, courtesy of Andrew Moriarty...

Often, the first document a new employee reads is the company handbook. A handbook serves many purposes, among them introducing the employer's culture, communicating important policies, and setting employee expectations. If approached thoughtfully, a handbook is also a key tool for minimizing exposure...

Employee handbooks come in all shapes and sizes, but there are certain “must-have” policies that no employee handbook should be without. Our new White Paper 20 Must-Have Employee Handbook Policies provides a list of the 20 “must-have” policies, courtesy of Kate Gold, Esq., and...