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WORKPLACEARTIFICIAL INTELLIGENCEEEOC Goes Old School

I ponder the term "AI," aka "artificial intelligence." From pocket calculators to big-data Google search engines, what is artificial about software that reliably provides shortcuts to ponderous Old School long division or weeks-long research among the library stacks? To call it "automated" is more like it, same acronym in any event.

HANDBOOK HELPER EPISODE 26 HEALTH CARE BENEFITS POLICY

California employers who offer medical, dental, and/or vision insurance should include a handbook policy listing such company-provided benefits.

HANDBOOK HELPER EPISODE 25 PROFICIENCY AND CAREER TRAINING POLICY

With limited exceptions, such as for continuing education required to maintain a government or industry-mandated professional license, employee time for company-required training programs - seminars, courses, conventions, and other educational opportunities - is compensable, particularly those aimed at improving existing job performance.

PREFERENCE DOESN'T MATTER Incorrect Classification Leads to Massive Liability

A prudent company must consider state and federal law before deciding to classify a worker as an independent contractor rather than an employee. Unfortunately, many businesses make such decisions for illegitimate reasons including avoidance of payroll record-keeping and employer-side taxes or the hiree does not want taxes withheld. These arbitrary preferences can lead to hiring an employee as an independent contractor, often without even entering into a written agreement as required under most

HANDBOOK HELPER EPISODE 24 PERSONNEL RECORDS POLICY

California employers must maintain apersonnel fileand a separate confidential file or files -- comprising medical records, private financial records, any applicable equal employment opportunity race, ethnicity and sex identities, and investigative or litigation files -- for each employee for at least four years after the employment relationship ends.

HANDBOOK HELPER EPISODE 23 PAYDAYS AND DEDUCTIONS POLICY

California employers mustscheduleeither weekly, biweekly, or semimonthly (minimum two/month) payrolls. All wages must be paid within seven calendar days following the close of the payroll period. Temporary employees must usually be paid weekly (or daily for daily assignments).

CAUTIONARY TALE EPISODE 66 BATHROOM DISCRIMINATION

TheEqual Opportunity Employment Commission(EEOC), charged with enforcing federal protections againstworkplace disability discrimination, has sued WalMart in North Carolina for allegedly declining to provide reasonable accommodation and improperly terminating a Crohn's disease-afflicted employee. The EEOC asserts the worker was deprived requested absences for medical appointments and hospitalization as well as transfer to a position closer to a bathroom.

CAUTIONARY TALE EPISODE 65 WHO'S NEXT?

TheWage and Hour Division(WHD) of the federalDepartment of Laborhas publisheda 2022 Southern California Garment Worker Surveyafter random investigations of 50 area contractors. The results were abysmal:

What's New In 2023 REPORTING PAYROLL PROFILES

Aspreviously reported, effective January 1, 2023,Senate Bill (SB) 1162requires California employers of 100 or more employees and/or 100 or more workers hired through labor contractors (i.e., staffing or temp agencies) to report annual pay and hours-worked data by job category, sex, race, and ethnicity to theCivil Rights Department (CRD)by the second Wednesday of every May (moved from the prior annual reporting date of March).