Category Archives: business management consultation san diego

Test Your Knowledge May 25, 2017

human resource, HR, employment law

        QUESTIONS

  1. True or False:  If an employee arrives to work late, his/her employer cannot deduct any more than the amount of wages that would have been earned during the time actually lost from the employee’s pay, but if the amount of time lost is less than 30 minutes, wages for half an hour can be deducted.
  2. True or False:  The California Department of Fair Employment and Housing (DFEH) accepts complaints from individuals who believe an employer has not complied with mandatory harassment prevention training requirements.
  3. True or False:  An employer can make a deduction from an employee’s final paycheck to make up for an overpayment of wages provided in the employee’s prior paycheck(s) without risk of penalty.

ANSWERS

    1. True
    2. True
    3. False

SHRM provider, SHRM program, SHRM certification, HR certification, HR, human resource

When Workers Have Caregiver Responsibilities, Too

May 18

Luncheon and Presentation – 11:30 a.m. to 1:30 p.m. (Check-In and Networking – 11:30 a.m. to Noon)

Presented by California Care Planning Council

Where: San Diego-Poway Hampton Inn and Suites – (corner of Scripps Poway Parkway and Stowe Dr. at 14068 Stowe Drive, Poway)

Cost (includes lunch): $55/person. LMRC Ambassadors receive a $10 discount off of this price! If you are not a current LMRC Program Ambassador and would like information on becoming an Ambassador to save on registration costs, please contact Jillian Bruni, MBA, at jillian@lmrcenter.com or (858) 753-1775.

Receive Required SHRM and HRCI Credits! Educational programs are co-sponsored by the Law and Management Resource Center. And, because the Law and Management Resource Center is recognized by the Society for Human Resource Management (SHRM) as a Recertification Provider for Professional Development Credits (PDCs), attendance at our educational programs in which they co-sponsor, will enable individuals to earn (PDCs) to maintain HR credentials, including SHRM-CP, SHRM-SCP, and HRCI, in a convenient location.

Please feel free to pass this invitation along to others who may be interested in attending!

Register: To register and pay with check, complete the form on our Upcoming Events Page and send check to Poway Business Park Association: P.O. Box 501855, San Diego, CA 92150. To register and pay with credit card, complete the form on our Upcoming Events Page and click here to Pay With Credit Card. Your registration will not be complete until payment is received.

This program is co-sponsored by the Law and Management Resource Center and the Hampton Inn & Suites.

shrm17seal

 

The Law and Management Resource Center is recognized by the Society for Human Resource Management (SHRM) as a preferred Recertification Provider for Professional Development Credits (PDCs) for the SHRM-CPSM and SHRM-SCPSM credentials. All of our programs are preapproved for credit.

Earn required SHRM and HRCI (HR Certification Institute) credits and maintain your SHRM and HRCI credentials by attending our programs! For more information about our upcoming programs and to register, check out our Upcoming Events Page.

Spring Cleaning Discount on Employee Handbooks!

employee handbook san diego, employee handbook update, new employee handbook

So… maybe you planned to update your Employee Handbook to get it legally compliant back in January… in February… March… and in April.

Yes, it’s May. Want some help?

It costs only $750 for our attorneys to get the job done for you – if you contract for services this week!

If you have an employee handbook… our attorneys can review your handbook and revise it to reflect current legal requirements – making sure required policies are included. If you don’t have an employee handbook… our attorneys can draft a handbook for you.

Contact us at (858) 753-1775 or write to us at jillian@lmrcenter.com – let us help!

employee handbook update, new employee handbook, employee handbook san diego

Employment Law and Human Resource Practices Update

Luncheon and Presentation – 11:30 a.m. to 1:30 p.m. (Check-In and Networking – 11:30 a.m. to Noon)

Presented by Linda Aguilar, Senior Deputy Labor Commissioner of the Division of Labor Standards and Enforcement

Who Should Attend:
• human resource professionals, office managers, and payroll professionals;
• business owners, executives, supervisors and managers; and
• everyone interested in learning how to keep their organization legally compliant.

Where: San Diego-Poway Hampton Inn and Suites – (corner of Scripps Poway Parkway and Stowe Dr. at 14068 Stowe Drive, Poway)

Cost (includes lunch):Early Bird Registration – $55/person. LMRC Ambassadors receive a $10 discount off of this price! If you are not a current LMRC Program Ambassador and would like information on becoming an Ambassador to save on registration costs, please contact Jillian Bruni, MBA, at jillian@lmrcenter.com or (858) 753-1775.

Receive Required SHRM and HRCI Credits! Educational programs are co-sponsored by the Law and Management Resource Center. And, because the Law and Management Resource Center is recognized by the Society for Human Resource Management (SHRM) as a Recertification Provider for Professional Development Credits (PDCs), attendance at our educational programs in which they co-sponsor, will enable individuals to earn (PDCs) to maintain HR credentials, including SHRM-CP, SHRM-SCP, and HRCI, in a convenient location.

Please feel free to pass this invitation along to others who may be interested in attending!

Register: To register and pay with check, complete the form on our Upcoming Events Page and send check to Poway Business Park Association: P.O. Box 501855, San Diego, CA 92150. To register and pay with credit card, complete the form on our Upcoming Events Page and click here to Pay With Credit Card. Your registration will not be complete until payment is received.

This program is co-sponsored by the Law and Management Resource Center and the Hampton Inn & Suites.

shrm17seal

 

The Law and Management Resource Center is recognized by the Society for Human Resource Management (SHRM) as a preferred Recertification Provider for Professional Development Credits (PDCs) for the SHRM-CPSM and SHRM-SCPSM credentials. All of our programs are preapproved for credit.

Earn required SHRM and HRCI (HR Certification Institute) credits and maintain your SHRM and HRCI credentials by attending our programs! For more information about our upcoming programs and to register, check out our Upcoming Events Page.

Test Your Knowledge March 27, 2017

human resource, HR, employment law

Each question has been given a certain number of points based on the level of difficulty. Calculate the number of total points you earn to find your grade.

  • A (26-30 pts.)
  • B (21-25 pts.)
  • C (16-20 pts.)
  • D (11-15 pts.)
  • F (10 or less pts.)

        QUESTIONS

  1. (3 pt.) If an employer provides a base hourly rate of at least the applicable minimum wage for all hours worked by an employee paid on a _____________ basis, the employer will be deemed in compliance with the compensation requirements for “other nonproductive time.” California’s Labor Code defines “other nonproductive time” as “time under the employer’s control, exclusive of rest and recovery periods, that is not directly related to the activity being compensated” on such a basis.
  2. (5 pts.) True or False: Per California’s Business and Professions Code, a non-attorney or unlicensed investigator who conducts an investigation regarding employee misconduct as an outside investigative provider, and/or the entity that hires such an individual, can be fined up to $5,000, imprisoned in the county jail for up to one year – or both. Therefore, an outside HR consultant who is not licensed to practice law should not be hired to conduct an investigation of employee misconduct.
  3. (1 pts.) True or False: California’s Labor Code states that employers cannot prohibit an employee from disclosing his/her own wages, discussing the wages of others or inquiring about another employee’s wages.
  4. (5 pts.) If an employer, or an individual acting on behalf of an employer, fails to provide a wage deduction statement or record to an employee, a fine in the amount of $______ per employee per violation may be imposed for each initial violation. The amount increases to $_________ per employee per violation for subsequent violations. Additional civil penalties may also be imposed.
  5. (3 pts.) True or False: A student under the age of 22 enrolled at a nonprofit or public educational institution who is working pursuant to a “work experience” program may be excluded from unemployment insurance coverage benefits.
  6. (1 pt.) True or False: Court rulings by several California courts, including the California Supreme Court, have held an employer will not be liable for failing to compensate an employee for time worked off-the-clock provided the employer has issued a specific and explicit policy prohibiting employees from performing unauthorized off-the-clock work and the employer had no actual or constructive notice of the employee’s unapproved off-the-clock work.
  7. (3 pts.) A nonexempt employee working outside of a properly adopted alternative workweek schedule must be paid______ times his/her regular rate of pay for all hours worked between ____ hours and _____ hours in a single workday. The same rate of pay is also due for the first ______ hours worked by such employee on the seventh consecutive day in a single workweek.
  8. (This is a tricky one! 5 pts.) If an employer provides its employees with the use of a ________ _________, an employee who is injured while commuting to or from work may be eligible for workers’ compensation benefits (depending on where the injury occurs).
  9. (3 pts.) An individual seeking State Disability Insurance (SDI) benefits as a result of inability to work due to a disability is required to file a claim for benefits within _____ days of the date upon which the individual became disabled. Upon a showing of good cause, the Employment Development Department (EDD) may extend the time for filing.
  10. (1 pt.) True or False: Health insurance premiums paid by an employer on behalf of an employee and the employee’s dependents are not considered wages for purposes of unemployment insurance.

ANSWERS

    1. piece-rate
    2. True
    3. True
    4. $250; $1,000
    5. True
    6. True
    7. 1.5; 8; 12; 8
    8. parking lot
    9. 49
    10. True

SHRM provider, SHRM program, SHRM certification, HR certification, HR, human resource

Test Your Knowledge March 16, 2017

human resource, HR, employment law

QUESTIONS

  1. True or False: A worker employed by an employer of 25 or more individuals is entitled to take up to 40 hours off from work during a year (up to 8 hours in a month) for the purpose of finding a school or licensed child care provider for his/her child, enrolling the child in a school or with a licensed child care facility, or participating in the child’s school/licensed child care provider activities.
  2. True or False: An employer that permits a customer to pay a gratuity by credit card can deduct any amount charged to the employer by the credit card company for processing fees or costs from the amount of gratuity specified by the customer to be paid to the employee, thereby reducing the amount of gratuity paid to the employee.
  3. True or False: After an employee files a complaint for discrimination/harassment with the DFEH, the employee has two options – request that the DFEH investigate his/her claim or request an immediate “right to sue” notice and proceed to court directly with a civil lawsuit.

ANSWERS

  1. True
  2. False
  3. True

SHRM provider, SHRM program, SHRM certification, HR certification, HR, human resource

Test Your Knowledge March 8, 2017

human resource, HR, employment law

Questions:

Check your answers below.

  1. All employees who have worked in California for the same employer for ____ or more days within a year from commencement of employment are entitled to paid sick leave.
  2. Family Medical Leave (FMLA) provides an eligible employee with up to ____ weeks of time off due to a qualifying exigency.
  3. How many hours of reporting time pay is owed to a California employee who reports to work, is scheduled to work 10 hours, but is not put to work?
  4. Tips paid by a patron using a credit card must be paid to a California employee no later than the next regular ________.
  5. California employers ______ require an employee who identifies as transgender to use a unisex single occupant restroom located with the employer’s workplace.
  6. California employers that employ ______ or more individuals must provide military spouse leave.
  7. A California employer that employs ________ or more individuals must provide civil air patrol leave to eligible employees.
  8. A California employer must keep records that document the number of hours an employee worked, the number of paid sick days accrued and the number of paid sick days used for at least ____ years.
  9. An employer must notify an employee of his/her eligibility to take Family Medical Leave (FMLA/CFRA) within ____ business days.
  10. California employers of 15 or more employees are required to provide an employee who is donating an organ with up to 30 business days off from work _____ pay over the course of a one-year period which commences on the employee’s first day of absence for this purpose.

A. without

B. shift

C. 50%

D. 50

E. can

F. 5

G. 25

H. 30

I. 20

J. 3

K. payday

L. cannot

M. 12

N. 4

O. 16

P. 2

Q. with

If you would like to be able to quickly find answers to these questions and many others when they arise in your day-to-day business life, consider our Employment Law Basics Guide. Our guide provides a concise overview of important employment laws and has been developed to help current and potential employees, supervisors, and business owners understand many of the laws that apply to employer-employee relationships.

The information contained in our reference guide is invaluable for employees of all levels – current members of the management team of an organization seeking to effectively manage a workforce in a legally compliant manner and individuals seeking essential basic knowledge about their rights and responsibilities in the workplace. Our reference guide has been designed to help individuals of all employment levels succeed and avoid complaints that can irreparably damage an individual’s career.

Visit our Store and order it today – only $29.99/digital copy! If you would like to purchase this guide with our Presentation Skills: An Essential Guide to Public Speaking, you can receive both for only $49.99/digital copies.

Answers:

  1. H
  2. M
  3. N
  4. K
  5. L
  6. G
  7. O
  8. J
  9. F
  10. Q

SHRM provider, SHRM program, SHRM certification, HR certification, HR, human resource