Seyfarth Synopsis: While targeted social media ads may help employers find potential applicants with specific skill sets, inartfully crafted ads may open the door to discrimination claims, particularly in California.
We’ve already told you about the parade of horribles employers may face when using social media when making hiring decisions.
Well, more social media, more problems.
Micro-Targeting May Open The
Continue Reading Is Looking For Applicants On Social Media Looking For Trouble?
It’s been said the best things in life are free. In California, where running a business is very expensive, an unpaid internship program might seem a perfect gift. Employers of all sizes and in virtually all industries use internships to train and identify the next generation of superstar employees. Interns frequently bring new ideas to challenging business problems and provide
Continue Reading Unpaid Internships: Stocking Stuffer for Employers, or a Proverbial Fruitcake?
By Laura Maechtlen and Kristen Verrastro
During onboarding, it would not be unusual for an employer to ask a new hire to give written authorization for deductions from their final paycheck if the employee does not return employer provided uniforms, tools, or equipment. It also would not be unusual for employers to ask employees to supply their own equipment and tools, or clothing as a uniform when reporting for work.
In California, however, written authorization executed during the onboarding process will not suffice for reimbursement deductions at the time of termination. Additionally in California, employers cannot require employees to supply certain clothing, tools, and equipment without reimbursement.
Uniforms
When it comes to uniforms, federal law differs from California law:
Federal law: Federal law may allow employers to pass the costs of providing or maintaining uniforms to employees, as long as the employee’s pay would not drop below minimum wage in doing so.
California law: California law requires that employers pay for or reimburse nonexempt employees for all costs associated with uniforms, regardless of the employees’ compensation.
What is a “Uniform”?
Continue Reading On-Boarding Series: Uniforms and Tools and Equipment, Oh My! The Peculiarities Of California Law Regarding Reimbursement
By Laura J. Maechtlen and Chantelle C. Egan
It’s payday! If the employer uses direct deposit, an employee can conveniently and immediately access wages without going to the bank (or waiting for the check to clear). For that reason, it might seem that every new employee would want direct deposit. But, employers must be careful.
California requires that employers obtain
Continue Reading On-Boarding Series: Payment by Direct Deposit – Go Straight to the Bank, With Employee Consent
By Chantelle Egan and Laura Maechtlen
Drug testing implicates the California right to privacy, which is enshrined in our Constitution. Therefore, employers must be careful when drug testing is a component of their onboarding process.
The General Rule
A private employer in California can require a job applicant to pass a pre-employment drug test as a condition of employment, regardless
Continue Reading Onboarding Series: Pre-employment Drug Testing: Don’t Fail To Have A Compliant Program
By Laura Maechtlen and Kristen Verrastro
We’ve all been in this situation: you’re trying to get to know someone better, so you ask that person a seemingly innocent question which inadvertently elicits an answer you wish you could have avoided! If this happens in a social setting it’s unlikely to create a big problem, but if this type of scenario
Continue Reading On-Boarding Series: Stay Focused on the Job: Questions to Avoid during Interviews of California Applicants