In a somewhat nuanced read on whether California employers are required to offer employees seating while performing their jobs, the CA Supreme Court ruled that the nature of the work at a given location must be considered, rather than a holistic view of the entire job. These decisions came as a result of two cases from a CVS Pharmacy clerk/cashier and a bank teller at JPMorgan Chase Bank in Kirby v. CVS Pharmacy , Inc. In both firms, the employers did not provide the employees with seats. The claims were made based on the California Wage Order requirements for “suitable seats” for employees when the “nature of the work reasonably permits the use of seats.” (more…)
By Helen Horyza
Having a team of highly motivated employees is a prized objective for any leader. It’s also maddeningly unpredictable. The “platinum perspective” offers a clear strategy to achieve optimum productivity, retention of valued talent and, over time, a high engagement culture. Conversely, the “Golden Rule” can be a dangerous trap.
Employees at any level in an organization should treat other people the way they want to be treated. Sounds good, right? Well, partially. Basics like respect and integrity are reliable motivational tools that work for everyone. But, after that, employees need you to communicate to their preferences, not yours. This is coined by many leadership experts as the “platinum rule”. (more…)
By Kim Silvers, SPHR-CA
If you have piece rate workers (those employees paid X dollars/cents for the production of a widget, rather than an hourly rate) you already know that AB 1513 added additional steps for California employers to pay and track non-productive time on January 1, 2016. Piece rate workers are often found in automotive repair shops, manufacturing plants, salons, and agriculture. (They are not commissioned employees paid a percentage of a sale.)
The new law codifies several California state and federal court decisions requiring that employees be paid separately for rest breaks and nonproductive time, in addition to the piece rate earned. CA employers may not average wages over the day or week to ensure minimum wage is paid; each hour stands on its own. (more…)
Do you have employees working in Los Angeles, San Diego, Santa Monica, and San Francisco? Each of these cities recently enacted ordinances that require almost all employers to pay minimum wages above the California state minimum wage. (Currently $10.00 per hour and climbing faster than a speed train moving through California’s golden hills.) In addition, they have added paid sick leave requirements that are beyond those required by the state of California. And oh, if those were the only cities reaching beyond our state’s already generous minimums…. Here’s a “quick and dirty” summary of the most recent changes coming.
Effective July 1, 2016, the City of Los Angeles raises its minimum wage to $10.50 per hour for employers with 26 or more employees. (Smaller employers will have a delay in the new rate.) LA hotel workers will earn considerably more at $15.37 per hour. ( The County of LA has raised its minimum wage to $10.50 per hour for employers with 26 or more employees. Smaller employers in LA County have a delay until 2017.) (more…)