Any limits on time between shifts?

Q. We need to schedule an employee for a shift from 2 p.m. to 10 p.m. in order to close our store and begin a shift the next morning at 8 a.m. to open the store. Does California law require a minimum amount of time, such as 12 hours, in between scheduled shifts?

Consider letting employees unionize

What’s an employer to do when it becomes clear employees want to vote on a union? One strategy may surprise you.

San Diego newspaper delivery drivers awarded $5M

Workers who delivered the San Diego Union-Tribune will split a $5 million judgment against the paper’s former owner. A state judge ruled that about 1,200 carriers who worked for the paper from 2005 to 2007 were employees, not independent contractors.

NLRB orders Anderson Lumber to negotiate with Teamsters

The NLRB has ordered a Sacramento-area lumber company to restart contract negotiations with the union that represents its employees.

No state do-over after worker loses in federal court

Good news for employers: Workers can’t go to state court to re-litigate an employment discrimination case based on the same underlying facts that already failed in federal court.

Male boss hits on male employee? That's harassment

Just as women have the right to dignity in a workplace free of sexual harassment, so do men.

Leave off job application any language that limits time frames for employee to sue

Don’t even think of including in your job application a shortened statute of limitations for resolving employment disputes.

Want to require an arbitration agreement? That's fine as long as it's fair to employees

Here’s some good news for employers that want to use arbitration as a way to resolve employment disputes instead of relying on federal or state courts: Imposing a fair arbitration policy on applicants as a condition of employment is fine.

Just having a policy isn't enough! Enforce your rules against harassment

We’ve said it before, but it needs to be said again: Simply having a sexual harassment policy in your handbook won’t save you from a lawsuit. It’s all about what you do with that policy.

Disability leave: Best intentions may backfire


Here’s something to consider before you place an employee on disability leave following an em­­ployer-ordered medical exam. That employee may end up being considered disabled—even if the exam revealed no real medical problems. Essentially, by examining him and placing him on leave, you are regarding him as disabled. He can then sue for disability discrimination.

Continue benefits status during military leave

Always count military leave as time worked. Simply pretend the worker is present and earning leave and other benefits. That principle applies to both your attendance policies and your FMLA practices.

ACA state exchanges get thumbs up from Consumer Reports

Back in November, Consumer Reports magazine urged its readers to hold off on buying health insurance through websites operated by the state-based exchanges authorized by the Affordable Care Act. Now it holds a different view.

CBO: Minimum wage hike would add $15 billion to U.S. payrolls

Democratic efforts to raise the national minimum wage to $10.10 per hour would cost private-sector employers an additional $15 billion per year, according to an analysis by the nonpartisan Congressional Budget Office.

Most 2013 EEOC charges were filed by employees in 10 states

Ten states—mostly home to the nation’s largest cities or located in the South—accounted for 56% of all EEOC charges filed in 2013.

Is a salary only for full-timers?

Q. Can part-time employees be salaried?
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