HR Minute
New and trending issues for auto dealers
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The Scali Law Firm: Coffee Break
A flavorful treat from The Scali Law Firm

Holiday parties

Tips to keep things merry

Holiday parties are an opportunity for employers to show their appreciation to employees for their work over the course of the year and they create a nice tradition that can enhance employee morale. But among the mirth and good cheer can lurk an HR professional’s nightmare. Yeah, we’ve heard the stories. So here are some tips for planning company social events any time of the year...

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Don’t forget the upcoming minimum wage increases

With the New Year comes new minimum wage increases. The California minimum wage rises from $10 to $10.50 per hour effective January 1st, 2017. In addition, San Diego’s minimum wage increases from $10.50 to $11.50 on January 1st. The minimum wage in some of the larger cities like San Francisco, Los Angeles and Santa Monica all have increases coming on July 1st so we will provide updates on those increases next year. As a number of local minimum wage ordinances have proliferated in the recent past, it is important for employers to ascertain whether any such ordinances apply to any of their employees and to keep updated with those parallel obligations. Remember that the employer must comply with the law that most benefits the employee (i.e., the highest applicable minimum wage rate).

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New Equal Pay Act obligations

The California Equal Pay Act took effect in 2016 to address disparities in pay based on gender. Now this law is seeing more changes for 2017. Effective January 1, 2017, the Equal Pay Act has been expanded to address pay disparities based on race and ethnicity as well. Accordingly, an employer must be able to prove that any pay differential between employees of different genders, races or ethnicities for substantially similar work is based on factors such as seniority, a merit system, pay based on quantity or quality of production or another bona fide factor such as education, training or experience.

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Employee introductory periods

What do they mean?

It is very common to see policies in employee handbooks that provide for a 60 or 90-day “Introductory Period” for new employees. But what really is the legal effect of these?

Introductory, or “probationary” periods are not legal doctrines that create any specific rights in and of themselves. Rather, they are employment policies set by the employer.

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