BEWARE OF THE TEMPTATION OF INDEPENDENT CONTRACTORS (Part 1 of 2)

Many employers and “employees” perceive that there are financial benefits for both, by performing work and paying/receiving compensation as an “independent contractor” as opposed to an employee.  For employers, these perceived benefits include lowering or eliminating workers’ compensation insurance premiums,

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IS YOUR INVESTIGATION ILLEGAL?

Businesses that do not have an in-house human resources department or professionally trained staff often contract with third-party consultants to provide human resources services on a regular or as needed basis (“HR consultants”).  The professionals who provide these services have

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PERB JUMPS ON THE “BANNER” WAGON

In an article I wrote several months ago (NLRB Decisions Hamper Employers’ Ability to Conduct Workplace Investigations), I discussed some decisions from the National Relations Labor Board (“NLRB”) that have expanded employee rights under Section 7 of the National Labor

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MAYBE BEN FRANKLIN DIDN’T GET IT QUITE RIGHT

“In this world nothing can be said to be certain, except death and taxes.” Ben Franklin 1706-1790 I’d like to respectfully suggest that one thing as certain as death and taxes is CHANGE!  I have no doubt during the coming year

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THE PETER PRINCIPLE & FRONT LINE SUPERVISORS

In 1969, Laurence J. Peter and Raymond Hull co-authored a humorous book entitled “The Peter Principle: Why Things Always Go Wrong.”  One of the principles of management theory that is discussed in the book is what has become known as

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BULLIES IN THE WORKPLACE

Currently under California law, if an employee is subjected to hostile, offensive or humiliating behavior by a supervisor or co-worker that is not due to the person’s protected-class status (e.g., race, age, disability, whistle blower, protected union activity, etc.) the

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