I’m the HR manager for my company, and a director wanted to write up an employee for posting an article titled “Employees Don’t Leave Jobs, They Leave Managers” on her personal LinkedIn account. The director had already spoken with the employee and asked her to remove the article from LinkedIn, which she did. However, this doesn’t appear to be a violation of our organization’s social media policy. What should I do?
A Florida-based company accused of botching the clean-up after last year’s devastating fires in Santa Rosa has jumped into California politics, writing big checks to Gavin Newsom’s gubernatorial campaign and the California Democratic Party.
Californians in November will weigh billions of dollars’ worth of ballot measures for low-income housing, children’s hospitals and more. But one of the biggest asks will be mostly invisible to most voters—100 or more local proposals to sell bonds for school construction projects that, if passed, could total more than $12 billion in local borrowing in coming years.
As California lawmakers struggled this week to address an apparent new normal of epic wildfires, there was an inescapable subtext: Climate change is going to be staggeringly expensive, and virtually every Californian is going to have to pay for it.
My organization’s dress code is business casual — jeans are acceptable with nice tops. But our leadership team disagrees over who should have to follow this dress code. Should all our employees have the same expectations or is there a different standard for those that come in contact with clients or vendors more regularly?
State and federal labor laws give employees a wide range of worker protections, from overtime pay and minimum wages to the right to unionize. But those rights don’t extend to independent contractors, whose ranks have grown dramatically in the gig economy.
It was Arnold Schwarzenegger at his most persuasive: The then-California governor laid out an audacious vision, borrowed from legislators, of the Golden State leading the world in fighting the damaging effects of climate change.
Jennifer Randlett Madden, partner at Delfino Madden O’Malley Coyle & Koewler, offers her insight into independent contractor classification. For more from Madden, check out “Classification Complications” in our August issue, and now online.
Employee classification is already murky territory for many business owners, and recent changes have further tightened requirements. Yet, with huge penalties attached to mistakes, the laws are critical to understand.
Dilemma of the Month: My business is quite seasonal. We have work year round, but in the off-season we don’t need the same number of employees. It’s just not profitable to keep everyone on the payroll 12 months out of the year. Can I drop hours? Can I lay people off and rehire? Are there things that make one option better than the other?