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Bottom Line Human Resource Issues
March 2014
  

 Our Next Workshops... 

  

Introduction to Situational Leadership´┐Ż II

May 22, 2014

 

  

Harassment Prevention for Managers

June 4, 2014

 

 

Reservations are required for Silvers HR classes.


Contact Mary Patterson at
 

(916) 791-8506 or 

 

I-9 Tutorial videos

USCIS just released three short video vignettes for employees and employers that demonstrate how to complete the Employment Eligibility Verification Form I-9. Watch the new Form I-9 videos and learn how to complete Sections 1, 2, and 3. Each vignette walks the viewer through the key steps in four minutes or less.    

 

'Pay or Play' Delayed Until 2016 for Large Employers With Fewer Than 100 Full-Time Employees

  

Newly issued final rules provide guidance for large employers who are subject to the shared responsibility ("pay or play") requirements under Health Care Reform. If your firm has 50 or more full time equivalent employees please contact your insurance broker for details.

Silvers HR, LLC
(916) 791-8506

 

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  Back to Square One - Employee Wins Round Two When Employer Lacks Consistency
 

By Jennifer L. Lippi

A California employer is stinging from a reversal in a trial court's summary judgment ruling that a termination for unsatisfactory performance was defensible enough to withstand the employee's charge of age discrimination and unlawful termination. The employer's failure to follow its own performance standards and the absence of supporting documentation cost them substantial dollars in time and legal fees to defend this case. And it's not over yet as the case has been remanded back to the trial court.  

A California Court of Appeal ruled in Cheal v. El Camino Hospital that the employee raised triable issues of fact with respect to whether she was performing adequately at the time of her discharge, and whether the discharge was the product of age discrimination. 

Click here for entire article.

Revisions in Federal Exempt Classifications Under Study

By Kim Silvers, SPHR-CA

On March 13, 2014, President Obama issued a memorandum to the Secretary of Labor instructing her to "propose revisions to modernize and streamline the existing overtime regulations. In doing so ... consider how the regulations could be revised to update existing protections consistent with the intent of the Act; address the changing nature of the workplace; and simplify the regulations to make them easier for both workers and businesses to understand and apply."

The Presidential directive specifically notes concerns for executive, administrative, and professional employees ("white collar" workers) whose salaries may not have kept up with "modern times." Those paid below the federal salary threshold will not be exempt from overtime payment. (We refer to these types of employees as "non-exempt" or "hourly".) 

 

Click here for the entire article.

Heads Up - The DOL's P3 Initiative:  What You Should Know Before the Storm Arrives

By Jennifer L. Lippi

In 2010, the U.S. Department of Labor ("DOL") announced a new regulatory strategy called "Plan, Prevent and Protect" (which has been dubbed the P3 Initiative).  According to the DOL, the goal of the new enforcement strategy is to require employers to "find and fix" violations before a Labor Department investigator arrives at the workplace.  The DOL states that many employers have a "culture of compliance," while others make a calculated decision whether to comply with employment laws.  The P3 Initiative is intended to combat this "catch me if you can" attitude.  The P3 Initiative puts the burden on the employer to obey the law, not on the DOL to catch the violation.  Employers will need to take specific concrete steps to prevent violations before they occur, and failure to take such steps could itself constitute a violation.   

Click here for the entire article.

 

 

 

Finding, Attracting and Selecting the Best Talent - 5 Key Fundamentals Needed in Your Recruitment Process

  

By Curt Cetraro and Mitzi Robinson

 

Most companies struggle to some extent with finding, attracting and hiring the best people to fill core roles within their organization.  This is particularly true in a unique employment market where finding great employees is challenging.  Here are five key fundamentals needed in your internal recruitment system to elevate your employment brand while ensuring you are making the best hiring decisions possible. 

Click here for the entire article.