When hiring a new employee, it’s important to follow the proper steps to minimize legal risk. The steps below provide guidance on how you can: properly recruit, interview and hire a competent and trustworthy employee; reduce your liability; protect your at-will employment relationships; and reduce your odds of negligent hiring claims. Get recruiting and hiring best practices in our guide.
Because it is highly litigated, understanding the distinction between exempt and nonexempt employees is critical. Generally, exempt employees are your key personnel who possess management and decision-making responsibilities. Because of the complexity of this area of law and the potential for fines and awards of back overtime pay when an employee is misclassified, this website contains an important discussion of the subject.
An employee handbook communicates your company's expectations and provides clarity to employees. A properly drafted and legally compliant employee handbook can help you if you ever face an employment-related lawsuit. Follow this guide to create one for your company.
Paid Family Leave (PFL) is a California-sponsored insurance program within the State Disability Insurance (SDI) program. Learn how to administer PFL in your business.
Employers with five or more employees are covered by California’s pregnancy disability leave (PDL) law and the California Family Rights Act (CFRA). Employers with 50 or more employees may also need to comply with the federal Family and Medical Leave Act (FMLA). Learn how to comply with CFRA and FMLA.
Employers in California must inform employees about their protections against harassment, discrimination and retaliation in the workplace. This is part of the employer’s duty to take all “reasonable steps” to ensure a workplace free from harassment. Click below to learn how to create a Harassment Prevention Policy.
California enacted the Healthy Workplaces, Healthy Families Act of 2014 which mandates paid sick leave (PSL) for California employees. Mandatory PSL is required for nearly all California employees, with limited exceptions. Learn how to implement this program.
Terminating an employee should not be done without careful thought and planning. Despite the fact that California is an “at-will” employment state, meaning that either the employer or the employee can end the employment relationship at any time with or without warning, the terminated employee may decide to file a wrongful termination lawsuit. Get best practices here.
The time requirement for giving a final paycheck to an employee depends on whether the employee quit without notice, quit with at least 72 hours’ notice or was terminated or laid off. State enforcement agencies can penalize employers for not providing an employee with a final paycheck in a timely manner. Learn how to generate an employees' final paycheck.