On May 1, the U.S. Equal Employment Opportunity Commission (EEOC) announced that an Iowa jury awarded damages totaling $240 million — the largest verdict in the federal agency’s history — in a lawsuit related to disability discrimination and severe abuse.
The California Chamber of Commerce today released its latest edition of CalChamber News featuring information about Covered California, the state’s health exchange. Covered California is the first-in-the nation online health insurance marketplace established under the Affordable Care Act. It will help individuals and small businesses compare health plans, get answers to questions, find out if they qualify for federal tax credits and enroll in a plan that meets their specific needs.
A Colorado court ruled that an employer can still fire an employee for a positive marijuana drug test, even though state law permits the medical and recreational use of marijuana.
California regulates wages and hours of nonexempt employees by creating documents called Wage Orders. There are 17 Wage Orders. You must determine which Wage Order(s) govern your business and post a copy of the applicable order(s) in your workplace.
Recently, minor technical revisions were made to all 17 Wage Orders. These revisions reflect that the Division of Labor Statics Research was eliminated last year and that many of its previous functions are now handled by the Office of Policy, Research and Legislation.
The revisions also include changes to contact information for the various Division of Labor Standards Enforcement offices throughout the state.
Updated versions of all 17 Wage Orders can be downloaded from DIR. The Wage Orders are free of charge.
Wouldn’t we like to know if a potential applicant has ever criticized a former employer, or whether their online presence gives evidence of illegal activity or violent, discriminatory or unethical behavior? Or just poor judgment? What if they belong to political groups, like the Tea Party or the ACLU?
If you are employing piece-rate employees who don’t get paid for downtime, California Courts have just given you a piece of their minds.
Picture this scenario: you run a private residential facility for abused children. Late one night, one of your computers is used to access pornographic web-sites and other inappropriate material in violation of several well-publicized workplace policies. After further investigation, you learn that the inappropriate computer usage occurred on several occasions, but was limited to that one computer, which is located in an office shared by two day-shift employees in the administrative building. Several employees have access to the building and could have used the computer on the nights in question. Concerned that the culprit might be a staff member who works with the children, you hatch the perfect plan to catch him or her: place a hidden camera in the office! Of course, you don’t want to publicize its placement. That would defeat the purpose and the guilty party would simply find another computer to use. Besides, you plan to activate the camera only at night, several hours after the day shift has left the facility. The daytime occupants of the office won’t care that it’s there. Genius!
If commissions are earned during a workweek that includes overtime (i.e., work beyond eight hours in a day or 40 hours in a week), such commissions are subject to the premium pay requirements.