Almost one in four workers (23 percent) who took part in a recent survey by CareerBuilder.com reported being asked to perform tasks that fell well outside the “job related” category.
The survey turned up many interesting and unusual requests made by bosses, including:
Tags: bosses, other duties as assigned, strange requests, employees, HR Allen Consulting Services, Employers, HR Informant
California has over 5.9 million small businesses and majority of the owners are unaware of some of the compliance requirement set forth by Cal/OSHA. Some of the most avoidable fines can range from $5000 - $7000. Cal/OSHA released their Top 25 Most Cited Violations when inspectors visit California businesses. We have taken this data and created an eBook that can help you avoid the #1 most cited violation from Cal/OSHA.
Tags: OSHA Violation, Top 25 Cal/OSHA Violations, Injury Illness Prevention Plan, IIPP, HR Allen Consulting Services, HR Informant, Cal/OSHA
In 2010, the federal Equal Employment Opportunity Commission (EEOC) filed a lawsuit against Abercrombie & Fitch, claiming that the company refused to hire an applicant because the applicant wore a hijab – an Islamic religious head scarf.
Recently, a federal court denied Abercrombie’s motion asking for the case to be dismissed prior to trial.
Tags: Abercrombie & Fitch, hijab, religious discrimination, HR Allen Consulting Services, HR Informant, Equal Employment Opportunity Commission
On March 8, 2013, U.S. Citizenship and Immigration Services (USCIS) announced the revised Employment Eligibility Verification, Form I-9, and published a notice in the Federal Register.
In the initial announcement, USCIS described when employers can no longer use prior versions of Form I-9. USCIS incorrectly described the effective date as being after May 7, 2013.
USCIS published a correction notice in the Federal Register. This notice corrects the error and clarifies that beginning May 7, 2013, employers may no longer use prior versions of the Form I-9.
Tags: Employment Eligibility Verification, Form I9, employees, HR Allen Consulting Services, Employers, HR Informant, USCIS, : Form I-9
Today marks the one-year anniversary of the California Supreme Court’s decision in Brinker Restaurant Corp. v. Superior Court.
The Brinker case was extremely important to all California employers. The court ruled that employers do not have to ensure that employees take their meal breaks, but must merely make meal breaks available. The court’s ruling also provided flexibility to employers with regard to the timing of meal and rest breaks.
In the year since the case was decided, meal and rest break claims have certainly not disappeared in California. Such claims may, however, be harder to get certified as class action lawsuits, especially when the employer has clear policies and practices and a good timekeeping system.
Employers also need to make certain that supervisors do not schedule work shifts in a manner that prevents employees from having the ability to take breaks.
Tags: Brinker decision, Brinker Restaurant Corp. v. Superior Court, HR Allen Consulting Services, HR Informant
Drug use in California can cause headaches for employers. Balancing employee privacy interests against safety concerns forces employers to make tough choices with little guidance. Legal drug testing of existing employees is so limited that most drug use won’t be detected until after an accident. With increasing support for legal medical marijuana, many employers have struggled to determine how to respond to applicants and employees who test positive. Now, with recent case law and the FEHC’s final regulations, employers finally have the support they need.
Tags: ADA, FEHA, Drug Test, California, HR Allen Consulting Services, HR Informant, Privacy, medical marijuana
The federal Equal Employment Opportunity Commission (EEOC) recently sued Toys “R” Us, Inc. for allegedly failing to provide an interpreter to a deaf applicant during an interview.
Tags: ADA, Americans with Disabilities Act, HR Allen Consulting Services, discrimination, HR Informant, EEOC, Equal Employment Opportunity Commission, disability discrimination
How does a California employer prevent its business from walking out the door along with a departing employee? In most jurisdictions, the employer could have the employees sign a non-compete agreement. Not in California.
Tags: B&P Section 16600, Best Practices, Customer Non-Solicitation Agreements, Data Theft, Employee Non-Solicitation Agreements, Employee Raiding, HR Allen Consulting Services, HR Informant
Company information that is sensitive, but may not rise to the level of a trade secret is protectable in California, isn’t it?
Tags: Confidential Information, CUTSA, Preemption, California, HR Allen Consulting Services, HR Informant
Senate Bill 1193, passed last year, requires specified businesses and establishments to post an 8.5” x 11” notice, on or before April 1, 2013.
The required posting provides important information on how to report suspected human trafficking and also provides victims of human trafficking with information on where to obtain help. The notice informs the public and victims of human trafficking of telephone hotline numbers and contains information about organizations that provide services to eliminate slavery and human trafficking.
The State of California Department of Justice (DOJ) developed the model notice that complies with the requirements of SB 1193.
California “is one of the nation’s top four destination states for trafficking human beings,” according to the DOJ. Human trafficking, as the DOJ states, is “a modern form of slavery. It involves controlling a person through force, fraud, or coercion to exploit the victim for forced labor, sexual exploitation or both.”
Applies Only to Specified Businesses and Establishments
Tags: employer, English, human trafficking, posting requirement, SB 1193, Spanish, HR Allen Consulting Services, HR Informant
