Practical HR Tips, News & Advice. Updated Daily.
Yesterday, we looked at some of the rules for workers’ comp claims brought by former employees. Today, 4 tips for successfully handling these types of claims—plus a valuable workers’ comp desk reference specifically for California employers like you.
Even a terminated employee may, in certain situations, have the right to file a workers’ compensation claim. Though rare, this kind of claim can arise when there is a delay in the manifestation of an injury or illness, and in other situations as well.
Perhaps the most important of employer records, personnel and payroll records are often subject to heightened scrutiny in terms of both legal protection and corresponding enforcement activity by regulatory agencies. Consequently, proper maintenance of these records is of the utmost importance.
Neither the workers’ compensation law nor the disability laws contain specific rules for intermittent leave like the family and medical leave laws do.
For employers, one of the most frustrating aspects of family and medical leaves is guarding against employee abuse of intermittent and reduced-schedule leaves.
Our parent company, Business & Legal Resources, recently conducted a survey to learn more about our customers’ business travel budgets, and to see whether they had been adjusted in light of current economic conditions.
Utilizing electronic records can be a way to reduce paperwork in your office, but do you know how to stay in legal compliance while utilizing electronic employee records? How do you ensure your files are safe in case of an emergency? In a CER webinar titled “Electronic Recordkeeping in California: How to Manage, Store, and […]
The element of surprise in social media background searches is highly overrated, says attorney and social media expert Molly DiBianca.
A common thread in social media cases is that the supervisors have overreacted, says attorney Molly DiBianca. Supervisors aren’t ready for negative social media comments about themselves, and they take the comments personally. That can lead to some bad decisions.
Yesterday, we looked at some of the federal tests for determining whether a worker is an employee or an independent contractor for wage/hour purposes. What factors does California look at?