Progressive discipline policies are preferred by many employers as a method to ensure fair and consistent administration of disciplinary action and more predictability for employees. However, employment plaintiffs love to use these policies against employers to deflect attention from their bogus claims onto an employer’s supposed shoddy practices. Here are a few tips to limit the extent an employment plaintiff can try to use these progressive discipline policies against you.
The DFEH issues new brochure on workplace harassment
Published on Wed, 05/17/2017 - 11:19pm
On May 2, 2017, the California Department of Fair Employment and Housing announced the release of an updated brochure addressing sexual harassment (Form DFEH-185). Under Government Code 12950(b), employers must distribute this brochure to all employees, or distribute its own written policy that contains, at a minimum, provisions on the following...
Have you heard the new one? A sales trainer is suggesting a new sales tactic that leads to salespeople regularly selling vehicles for more than the advertised price. The practice essentially invites customers to pay an additional amount above the advertised price as a tip for excellent service or for getting an exceptional deal. Sounds too good to be true? That’s because it probably is.
Two bills are currently being considered in the state legislature that enhance protections for employees related to baby bonding leave and anti-discrimination law regarding use of reproductive services. Both of these proposed laws are still being worked and amended, and it will probably be months before their final disposition is known. However, they reflect the increased attention by lawmakers to employee issues related to child rearing and pregnancy, and that trend is likely to continue.
Under California Labor Code section 226(a), employers are required to provide an itemized statement semi-monthly or at the time of each payment of wages. In Blair v. Dole Food Co., a California Court of Appeal recently addressed a complaint brought by an exempt, salaried employee who alleged that her former employer, Dole Food Co., was in violation by: 1) failing properly to identify employees on their wage statements, and 2) failing to identify an accurate hourly pay rate for exempt employees when those employees were paid accrued vacation wages.
Most dealers and employers are aware of protected medical leaves such as the Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA). In most instances, these leaves are either unpaid, or are available to be compensated by state (not employer) sponsored programs such as State Disability Insurance and/or Paid Family Leave. However, many employers are unaware that employees who are donating bone marrow or an organ are required to be paid by their employer for time off associated with the donation.
Employers can (and should) require pre-employment drug testing, and refuse to hire a prospective employee if he/she fails to pass the drug test, provided notice and consent was properly given and obtained. Drug screens should only be conducted after a job offer has been made, and not as a way to screen applications. If the prospective employee refuses to take the test, the job offer can also be withdrawn, provided the employer gave all of the required notices and followed applicable law. But what if the drug test is inconclusive? And what should an employer do if an employee appears intoxicated at work? Read on for guidance on these tricky situations, and more.