Tag Archives: human resource event san diego

Test Your Knowledge March 2, 2017

human resource, HR, employment law

QUESTIONS

  1. The employer bears the burden of establishing that an employee’s attendance is an essential function of his/her position.
  2. Employers can be expected to consider allowing an assistive animal to be brought into the workplace as a reasonable accommodation to a disabled employee.
  3. All California employers must take “reasonable steps” to ensure a harassment free workplace. Providing harassment prevention training to all employees – not only supervisors – is one of the reasonable steps all employers should take to meet this duty.

ANSWERS

  1. True
  2. True
  3. True

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

Test Your Knowledge February 2, 2017

human resource, HR, employment law

QUESTIONS

  1. California employers must not record an employment applicant’s interview without the express consent of the applicant, regardless of whether the interview is conducted in person, online, or via telephone or video.
  2. While employers are required to itemize “wages earned” on employee pay stubs, the monetary value of accrued paid vacation time is not required to be included unless and until accrued vacation time is paid out upon termination of the employment relationship.
  3. A range of motion test that measures motor function and muscle strength is not considered a medical test.

ANSWERS

  1. True
  2. True
  3. False

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

Test Your Knowledge January 25, 2017

human resource, HR, employment law

QUESTIONS

  1. True or False: Asking a job applicant how he/she acquired the ability to speak, read or write a foreign language could lead to a discrimination claim against an employer.
  2. True or False: An employer can withdraw an offer of employment after receiving the results of a medical examination if the results demonstrate that the applicant’s employment would endanger health or safety in the workplace without considering possible accommodation to the applicant and whether such accommodation could eradicate the danger to health or safety.
  3. True or False: California employers can prohibit marijuana use in the workplace despite the passing of California’s Proposition 64 which legalized the recreational use of marijuana by adults 21 and older.

ANSWERS

  1. True;
  2. False;
  3. True

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

Test Your Knowledge January 11, 2017

human resource, HR, employment law

QUESTIONS

  1. True or False: The “good faith personnel action” defense can successfully bar the claim of an employee seeking compensation for physical symptoms (e.g., migraine headaches, intestinal problems) directly connected to a work-related stress injury claim asserting psychological injury if the alleged injury was suffered as a result of a good faith personnel action.
  2. True or False: For purposes of determining the correct amount of overtime pay due, a cash payment provided to an employee in lieu of health benefits must be included in calculating the employee’s regular rate of pay.
  3. True or False: Payment of a shift differential (higher rate of pay) to employees who work an undesirable schedule (e.g. “graveyard” shift) is required by law.

ANSWERS

  1. True;
  2. True;
  3. False

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

Cybercrime in the Workplace

cybercrime in the workplace

September 29th – Don’t Miss This Program

It Could be One of the Most Valuable Seminars You Attend

According to the FBI, the impact of cybercrime is staggering. Billions of dollars are lost each year repairing systems attacked through cybercrime. Attacks have disrupted and disabled the operations of businesses, hospitals, banks, 9-1-1 services, school districts, and government and law enforcement agencies.

A particularly disturbing aspect of cybercrime has to do with ransomware, an insidious type of malware that encrypts or locks valuable digital files. After malware is installed, demands that an individual or entity pay a ransom to release the malware may follow. The inability to access important data, loss of sensitive or propriety information, disruption of regular operations, enormous financial losses incurred to restore systems and files, and the potential harm to an organization’s reputation can be catastrophic. Ransomware attacks are not only proliferating, but are also becoming extremely sophisticated.

Cybercrimes involving identity theft and online predators continue to rise worldwide. The number of individuals who have been impacted is truly alarming.

We encourage you to attend our special cybersafety workshop on September 29th and learn how you can protect your business and personal information from cyber-attack.

Attackers and their motives are extremely diverse. Some attackers are computer geeks, some are businesses attempting to garner a particular market by hacking competitor websites, some are criminal rings attempting to steal the personal information of individuals, and some are terrorists trying to obtain vital information of our nation.

The FBI has divided computer intrusion cases into three categories: counterterrorism, counterintelligence, and criminal. These cases are of paramount importance to the FBI. As a result, new technologies have been developed and new investigative partnerships have been formed for the purpose of preventing attacks and finding perpetrators of cybercrime.

This could be one of the most important and valuable programs you attend all year!

When: September 29th – noon to 1:30 p.m.; registration and networking start at 11:30 a.m.

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

Cost (includes lunch): $50/person (LMRC Ambassadors receive a $10 discount off of these prices)

Register here today: Upcoming Events Page

This program is co-sponsored by the Poway Business Park Association and
San Diego-Poway Hampton Inn & Suites.

Let the Law and Management Resource Center help you ensure your business is in compliance. We provide affordable employment law and human resource consultation, review and draft employer documents, policies, and employee handbooks, and provide effective harassment and abusive conduct prevention training.

Contact us for a quote today! For more information, contact Jillian Bruin, 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.

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New FLSA Exempt Salary Requirements

bag-147782_1280 (1) New FLSA Exempt Salary Requirements – Find Out What You Need to Know

Visit our new Youtube page to see helpful tips about employee rights!

Test Your Knowledge! New FLSA Exempt Salary Requirments

dollar-1294424_1280

QUESTIONS

  1. Effective ________, 2016, California employers must follow the new federal overtime rule for the so-called “________ collar” exemptions.
  2. Under the new requirements, an individual classified as a full-time exempt ________, ________, or administrative employee must be compensated at least $________ per week, which equates to $________ annually.
  3. The impact of the new federal requirements over state law will dwindle for California employers as the state minimum wage continues to increase per California legislation passed in April 2016 to $________ per hour on January 1, ________ for employers of more than ________ employees and on January 1, ________ for employers of ________ or fewer employees.

ANSWERS

  1. December 1; white;
  2. executive; professional; $913; $47,476
  3. $15; 2022; 25; 2023; 25