Tag Archives: HR consultant San Diego

Test Your Knowledge Answers – November 16, 2015


  1. A California employer can pay a “learner” wages equal to 85% of the state minimum wage (rounded to the closest nickel) for the first ___ hours of work.
  2. True or False: Most California wage orders allow employers to credit meals provided to an employee against state minimum wage compensation obligations, but only if the employee agrees in writing and the meal is actually taken.
  3. A California employer must provide overtime pay to an employee who works “make-up time” if the employee, in doing so, works more than __ hours in the workweek.


  1. 160
  2. True
  3. 40

Platinum Package Special – Only $249/month!

Includes All 3!
1. Unlimited Consultation for Employment Law, HR, and Management,
2. Employee Handbook Drafting and Updates, and
3. Harassment/Bullying Prevention Training for Employees and Supervisors

The Law and Management Resource Center can be your one-stop resource for human resources, employment law, and business management needs. Our solutions let you focus on what you do best, while we take care of the rest!

How are we different from those who try to compete with us? It’s simple. Our employment law and human resource services are provided by in-house, licensed attorneys who are also human resource professionals. Help with business management needs is fulfilled with the additional expertise and knowledge of an MBA consultant.

What You Get in Your Platinum Package – You Get All 3!

Unlimited Employment Law, Human Resources, and Business Management Consultation – Contact our staff of in-house licensed attorneys and human resource and MBA business consultants as often as you need to throughout the year for answers to questions and advice for keeping your businesses on the right, compliant track.

Common employment law questions and concerns include:
– how to discipline or terminate a challenging employee and avoid potential claims,
– what are the requirements for overtime and split shift, reporting, and travel time pay,
– how to determine which employees can legally be classified as exempt, and
– how to manage employee leaves of absence.

Employee Handbook – Customized employee handbook, up to date for legal compliance and tailored to your business and its specific needs and policies. Receive an updated handbook each year for as long you continue services through this offer.

Harassment and Bullying Prevention Training for Employees and Supervisors – Unlimited access to online harassment and bullying prevention interactive whiteboard animation training video for your employees. Train all of your employees and provide periodic training for as long as your business is an active consulting client to prevent claims and reduce risks of potential workplace conflicts. Continue services each year and continue to train!

When You Enroll Now…

With this plan, you will also be eligible for discounts on additional services, including supervisor training, document drafting, performance management programs, strategic business planning, and presentation skills coaching for your business’ marketing team.

This plan is available for new clients enrolling for a minimum of twelve months of consultation services. The cost is just $249/month. And, if you pay for a year in full at the commencement of services, you will receive a 10% discount! That’s a discount of nearly $300 and equal to more than a full month for free!

And, if you know someone who could benefit from this offer, please forward it along!
If they mention you forwarded this offer when enrolling, you will both be eligible for an additional 10% discount upon enrollment.

For complete details and to get started, contact Jillian Bruni, MBA, Director, Business and Program Development, at jillian@lmrcenter.com or (858) 753-1775. For more information about us, visit Law and Management Resource Center.




The Law and Management Resource Center has been teaching clients to replace the typical single annual review system of performance management with a system of real performance management for years. With a number of large corporations having recently reported the elimination of annual performance evaluations, substantial press has been generated about the efficacy of the standard process.

Performance management consisting of a single annual evaluation frequently fails to accurately assess year-long performance by reflecting mostly, if not only, on recent concerns or successes. Annual performance reviews are often perceived by employees to be centered on criticism. As a result, they can fail to foster employee and employer growth and instead lead to poor morale and animosity, and they sometimes lead to employee claims against supervisors for unfair treatment. Without an accurate and well-documented record of year-long performance, supervisors are often unable to provide sufficient evidence to defend against these claims.

Recent studies have revealed that more than 9 out of 10 supervisors are not satisfied with the annual performance review system currently used in their workplaces. Almost the same numbers of Human Resource professionals contend that the systems used in their workplaces fail to yield accurate assessments.

Without a feasible alternative, many workplaces continue to use processes that are considered overly time-consuming, cumbersome, ineffective, de-motivating, unsettling sources of distrust and contention between supervisors and their employees, and vessels that can invite claims of discrimination and retaliation. As a result, the process often doesn’t happen on time, if it at all. While being one of the most important aspects of every supervisor’s job, performance management becomes one of the most overlooked aspects of management.

Employers are seeking a smart alternative and we’ve got one.

We believe performance management should be a process that supports positive employee development and productivity through steady employee participation. Objectives should be directed at the accomplishment of goals which are tied directly to each employee’s job function and growth, and the goals of the organization as a whole.

Our system creates a sensible, efficient, and straightforward process that advances trust and promotes a positive work environment. The process for each individual takes only minutes, so it doesn’t detract from time for doing business.

Our system promotes immediate improvements in productivity, accountability, and loyalty. It is “employee-focused” and “employee-driven.”

Our system also helps eliminate opportunities for employee claims of retaliation by supervisors – a welcome relief for supervisors.

Let us help your business develop a real performance management system that you can trust to produce positive supervisor and employee feedback, immediate benefits, and measurable value.

Getting started is affordable and easy. We help introduce the program, provide customized easy-to-use forms, and train supervisors and employees on their roles in the process.

Contact us today at (858) 753-1775 or contact me at jillian@lmrcenter.com. You’ll be glad you did – and so will everyone at your business or organization.