New Required DLSE Employee Notice Template is available
All newly hired non-exempt California employees must receive very specific information about their employment beginning January 1, 2012.
Click here for the link to the template.
Our clients have received more specific information about these new hire requirements, as well as the notification necessary to current employees regarding employment changes on or after 1/1/2012. |
Announcing Our
2012 Sacramento Workshops
Our Next Workshops...
Time Management
January 31, 2012
Effective Delegation
March 21, 2012
Harassment Prevention for Managers
March 22, 2012
Reservations are required for Silvers HR classes.
Contact Mary Patterson at
(916) 791-8506 or
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Heard Kim on the Radio? Kim Silvers, our founder, has been interviewed on the new Sacramento radio station, Money 105.5 FM. Copies of the recordings are on our website "Resources" page. |
2012 Employment Changes Our retained clients were mailed our 2012 Employment Law Summary and Employee Handbook Updates in December. If you have not received yours, please contact us. Sorry, these are for our clients only. |
Have You Ordered Your 2012 Employment Posters?
The required 2012 state and federal employment posters and pamphlets are available. Contact our office to order yours. |
Silvers HR, LLC
This ezine is intended as a communication and thought provoking tool for our clients and friends. It is not legal advice. If you would like to be removed from our distribution list, please reply to this email and note "unsubscribe" in the subject line.
� 2012 Silvers HR, LLC. All Rights Reserved |
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Clarification for Reporting Time and Split Shift Pay (Good News for Employers)
By Kim Silvers, SPHR-CA
A California Court of Appeal has ruled in Aleman v. AirTouch Cellular that employees attending a pre-scheduled meeting time that ends early are not required to be paid for a minimum of 2 hours reporting time pay as long as the meeting runs at least one-half of the pre-scheduled time.
Employee meetings at AirTouch were held once or twice per month prior to retail store openings. The meetings were posted on the schedule at least four days in advance. The meetings lasted one to one and a half hours. Some employees did not return to work after the meeting while others were scheduled to return later in the day for a second work schedule. Click here for the entire article.
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Ignoring the Basics Can Cost Employers a Bundle
We've seen some recent legal activity around the itemized statements (aka "check stubs") that is concerning and costly to California employers. Employers are being socked with outrageous penalties and legal fees for simple oversights on pay stubs. Today, take time to pull a copy of the pay stub from one of your non-exempt employee's checks. It's worth your time to ensure that your itemized statements include all of the information required by the California Labor Code. Do not assume you have all this covered because you outsource your payroll to a professional payroll service. Below is information from the Department of Labor Standards Enforcement based on Labor Code 226. Click here for the entire article.
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Choosing a Payroll Service
By Mike Ruppenthal, Ovation Payroll
When you're running a business, you've got a lot going on and a lot on your mind. Yes, there are numerous small tasks you have to do each day, but your main focus needs to be on what your company or organization does best, which most likely isn't processing your own payroll.
Here are some suggestions on finding a solid payroll service provider...
Ask your friends
The top hits in Google, aren't necessarily the companies that are best for your business. Ask someone you know or a similar business what payroll service they use. If you can get a few recommendations it will help narrow your search. You can also ask these companies for references and even check with the Better Business Bureau to find out if the company has any outstanding complaints. Click here for the entire article.
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Meal and Rest Break Ruling Still in Limbo
The CA Supreme Court has postponed the decision on the Brinker case until April 14, 2012. This case is very important to all CA employers regarding meal and rest breaks. In the interim, we encourage employers to take a conservative approach and ensure all non-exempt employees receive their meal and rest breaks in a timely manner. Please call us if you have questions or see the many articles we've written about this in our past newsletters.
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NLRA Posting Delayed - again
The National Labor Relations Board has postponed the requirement to post the NLRA (National Labor Relations Act) "Employee Rights" notice regarding employees' rights to form, join or assist a union. The posting deadline has been moved to April 30, 2012. We'll keep you posted. |
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