With 2024 around the corner, California has issued an updated Labor Code section 2810.5 notice for new hires. California employers should provide new hires a copy of this new Labor Code Notice effective January 1, 2024.
Maximize employee performance with Performance Improvement Plans, or PIPs! This video explores three key reasons why PIPs are vital for your organization. Learn how PIPs clarify expectations, promote fairness, and create crucial written records to safeguard against litigation. Discover the tools you need for successful workforce management and legal risk mitigation. Watch now to empower your team and protect your company!
Workplace social events play a crucial role in fostering camaraderie among employees, boosting morale, and enhancing overall workplace culture. However, these events can also pose legal challenges for employers.
Employers often grapple with crucial questions about compensation, employee classification, and policy structure. Getting these answers wrong can lead to hefty consequences.
The success of any organization hinges on its ability to not only attract but also retain top talent. Success is not just about hiring the right people; it’s about keeping them motivated, satisfied, and committed to their work. A key to this point is “employee engagement.”
In the fast-paced world of business, success hinges on assembling the right team. The process of bringing a new member on board involves far more than a glance at their résumé. Background checks and employment screening can help you assemble the right team—but there are some hard and fast rules that employers must abide by.
One of the benefits that many workers look forward to is paid vacation time. Taking time off to relax and rejuvenate is essential for maintaining a healthy work-life balance. However, what happens to accrued vacation days when an employee’s employment comes to an end?
Fostering diversity and inclusivity hinges on the Americans with Disabilities Act and California Fair Employment and Housing Act accommodations. Adhering to ADA and FEHA regulations, coupled with integrating best practices, cultivates a lawful and just environment that celebrates diversity and magnifies the potential of every individual.
Every once in a while, a California court will issue a decision that is unexpected or, at least somewhat surprising. The California Supreme Court did just that in a recent decision titled Kuciemba v. Victory Woodworks, Inc., in which the Court ruled that employers do not have a duty to protect their employees’ household members from contracting COVID-19.
It isn’t every day that a state court overturns a decision by the United States Supreme Court. But it isn’t unheard of either. And that is exactly what happened on Monday, July 17 when the California Supreme Court issued its decision in Adolph v. Uber Technologies, Inc. The Adolph decision comes as a direct response to a decision issued by the United States Supreme Court in Viking River v. Moriana last year.