Category Archives: new employment laws

New California Law for Businesses with 5 or More Employees – Harassment Prevention Training Requirements

New California Law . . .

Businesses With Five or More Employees Must Provide

Harassment Prevention Training to All Supervisors and All Employees

To Help Businesses Afford Training to Comply . . .

We’re Offering a 50% Discount to Businesses that Enroll in Online Training or Book On-Site Training by December 14, 2018!

That’s Right – HALF OFF the Already Low Prices on Our Popular Training

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What the New Law Requires

and

Why We are the Right Choice for Your Training Needs

Employers with five or more employees must provide sexual harassment prevention training next year (by January 1, 2020):

  • Non-Supervisors must receive at least one hour of training within six months of assumption of duties and every two years thereafter.
  • Supervisors must receive at least two hours of training within six months of assuming duties as a supervisor and every two years thereafter.
  • Temporary and seasonal employees must receive training within 30 calendar days of their hire date or 100 hours worked – whichever occurs earlier.

When Training is Required, Make Sure It’s Effective Training

For years, our attorneys have been respected “go-to” trainers for California employers seeking to actually prevent workplace harassment. If you are going to provide or attend training, make sure it’s effective and provided by knowledgeable experts who know the law and work with employers to prevent claims.

We Offer Two Affordable Options – Online and On-Site Training

COST – 50% DISCOUNT THROUGH DECEMBER 14, 2018!

ONLINE OPTION

Can be Accessed from all Devices —

Phones, Tablets, Computers

  • Attendees can complete training at their own pace – access to training does not expire for an entire year.
  • Attendees can return to the program for a “refresher course” and answers to questions that may arise throughout the year.

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ON-SITE OPTION

  • Our on-site training is customized to fit the specific needs of each business.
  • Employees learn together in their own work environment. Contact us for an affordable quote – book training to be held in 2019 by December 14, 2018 and receive a 50% Discount!

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Why the Right Approach to Training is Important

  1. Just one claim can destroy careers, harm personal relationships and cause irreparable harm to a business.
  2. Harassment, bullying and discrimination have the potential to incite violence in the workplace. Unresolved feelings of being treated inappropriately or unfairly are often cited as underlying sources of workplace violence. According to the U.S. Department of Labor, “Every year, approximately two million people throughout the country are victims of non-fatal violence at the workplace.”

Here’s an example of the type of reviews our attorneys, who provide our on-site training and who also developed our online training program, receive…

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Contact Jillian Bruni, MBA, Director, Business and Program Development, at jillian@lmrcenter.com or our toll-free number, (833) 753-1775, for more information and a quote for your business.

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New Law for Harassment Prevention Training in California – You Need it Too!

Any Business With 5 or More Employees Needs to Provide Sexual Harassment Prevention Training to All Employees

You may have heard that a new California law will soon require all employers with five or more employees to provide sexual harassment prevention training to ALL employees – both supervisors and non-supervisors – by January 1, 2020.

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What Does the New Law Require?

  • Non-Supervisors – at least one hour of training starting within six months of assumption of duties and every two years thereafter
  • Supervisors – at least two hours of training within six months of assuming duties as a supervisor and every two years thereafter
  • Temporary and seasonal employees must receive training within 30 calendar days of their hire date or 100 hours worked – whichever occurs earlier

What Should You Do Now?

Already Enrolled in LMRC Platinum Package – If your business is already enrolled in our platinum package, you’ve got good news coming your way. We’ve already got you covered! All employees and supervisors at your business are already able to enroll in the online harassment prevention training program set-up for your business at no additional cost. There is nothing more for you to do – other than getting everyone at your business enrolled.

Enrolled in Original LMRC Annual Plan – If your business is enrolled in the original LMRC Annual Plan, now is the time to upgrade to the Platinum Package. You will receive an updated employee handbook each year of service and all of your supervisors and non-supervisor employees will be enrolled in our online training program. Take advantage of the special pricing available through November and you will have what you need to succeed in meeting compliance requirements each year.

Not Yet Enrolled in an Annual Plan – Take advantage of the special pricing now available. If you are wondering what’s included, see below!

Platinum Package – Our Most Popular Plan

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What’s in the Package?

UNLIMITED Consultation – Employment Law, Human Resources and Management All Year Long

COMPLETE Custom Employee Handbook – Drafted or Reviewed and Updated Each Year of Service

TOTAL ACCESS to Required Training – Includes Online Harassment/Bullying Prevention Training for ALL Employees and ALL Supervisors

Why Is Our Platinum Package So Popular?

Increased Efficiency and Effectiveness – Get answers to your questions quickly.

Reduced Legal Risks – Our clients receive more than just answers to questions. They receive strategic advice about how to apply the law and reduce the risks of costly and time-consuming claims.

Piece of Mind – Know you can trust the information you receive – because we’re qualified to provide it! Our employment law and human resource services are provided by experienced in-house, licensed attorneys who are also experienced human resource professionals. Help with business management needs is fulfilled with the additional expertise and knowledge of an MBA consultant.

Minimized Costs With No Hourly Fees and No Time Limits – Clients can contact us as often as they need to – with no hourly fees and no time limits – for the entire year!

Training Requirements Met – Receive training that is worth both your time and your money!

You’d Probably Like to Know What Our Clients Say, Too . . .

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Contact Us for Your Special Quote Today

For complete details or a quote for your business, click here: Contact. Or, call us toll-free at (833) 753-1775 today.

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2018 employment law update, human resources, employment law, san diego

2018 Mid Year Employment Law Update

2018 Mid Year Employment Law Update

What You Need to Know

Get important information on updated employment laws and case decisions.  The information provided is a brief summary of key points of these laws and decisions. Please feel free to contact us for complete information and answers to any questions you have.

Click here to open our PDF: 2018 Mid-Year Employment Update

Learn More and Contact Us for a Quote Today!

Learn more about us at Law & Management Resource Center.

To contact us for complete details or a quote for your business, click here: Contact. Or, call us toll-free at (833) 753-1775 today.

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Affordable Employment Law and Human Resource Services in California

Platinum Package – Our Most Popular Plan

Starts at Just $249 per Month

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What’s in the Package?

UNLIMITED Consultation – Employment Law, Human Resources and Management

COMPLETE Custom Employee Handbook Drafted or Reviewed and Updated

FULL ACCESS to Online Harassment/Bullying Prevention Training for ALL Employees and ALL Supervisors

Why Is Our Platinum Package So Popular?

Increase Efficiency and Effectiveness – Get answers to your questions quickly – without having to spend precious time searching and wondering if the information you find is complete and verified.

Reduce Legal Risks – Our clients receive more than just answers to questions. They receive strategic advice about how to apply the law and reduce the risks of costly and time-consuming claims.

Piece of Mind – Know you can trust the information you receive – because we’re qualified to provide it! Our employment law and human resource services are provided by experienced in-house, licensed attorneys who are also experienced human resource professionals. Help with business management needs is fulfilled with the additional expertise and knowledge of an MBA consultant.

Minimize Costs With No Hourly Fees and No Time Limits – Clients can contact us as often as they need to – with no hourly fees and no time limits – for the entire year!

Of Course, It’s Nice to Know What Our Clients Say, Too

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Save Money, Reduce Risks and Build a Dedicated, Productive Workforce

Let the Law and Management Resource Center be your one-stop resource for human resource, employment law and business management needs.

Get it all at an affordable cost! 

Learn More and Contact Us for a Quote Today!

Learn more about us at Law & Management Resource Center.

To contact us for complete details or a quote for your business, click here: Contact. Or, call us toll-free at (833) 753-1775 today.

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2018 Employment Law Update

free 2017 california employment law update

Our 2018 Employment Law Update is available! 2018 Key New Employment Laws Summary

Test Your Knowledge June 29, 2017

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        QUESTIONS

  1. It is a violation of the Fair Employment and Housing Act (FEHA) for an employer to discriminate against an individual who possesses what is commonly referred to as an AB _____ California driver’s license.
  2. An employer that uses the Social Security Number Verification Service (E-verify) cannot take adverse employment action against an employee based on notification of a mismatched number unless and until the employer receives a __________ Non-Confirmation.
  3. True or False: Per California Labor Code section 2810.3, a “client employer” may be held to share civil legal liability arising out of the failure of a staffing agency or Professional Employer Organization (PEO) to properly pay wages or provide required workers’ compensation, but only if a joint employer relationship is established through a joint-employer test.

ANSWERS

  1. 60
  2. Final
  3. False

Test Your Knowledge May 31, 2017

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        QUESTIONS

  1. There are _________ California Wage Orders.
  2. True or False: An employer can require an employee who is paid on a piece rate basis to redo work without paying the employee additional piece rate pay provided the employer pays the employee at least the applicable minimum wage for each hour worked in the payroll period.
  3. Identify the standard tax deductions that must be taken from employee paychecks.

ANSWERS

  1. 17
  2. True
  3. Federal income tax; State income tax; Social Security tax (FICA); Medicare tax; State Disability tax (SDI); Paid Family Leave tax (PFL)

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Test Your Knowledge May 25, 2017

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        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

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Spring Cleaning Discount on Employee Handbooks!

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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!

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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

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