Handbooks are developed to outline policies and procedures employees must abide by in the workplace. But a handbook serves a dual, equally important purpose: to act as an operable defense against workplace claims brought by employees as a way to demonstrate that the employer had equitable and compliant policies in place.
In California, employers are required to disseminate such workplace information to employees another way: through workplace postings. The Department of Industrial Relations requires workplace postings be displayed in a ‘conspicuous’ place where they are easily visible to the intended audience, such as a bulletin board or mail-room/break-room wall or, in special circumstances, in a binder if there is no room to post such materials. In California, every business must post not only the Wage Order(s) that apply to its operation and the minimum wage[1] where employees can see them, but also 16 other employment notices. Failure to post required, up-to-date notices can have serious consequences, including costly penalties[2] and criminal charges.
In the current landscape, an important question has been posed and recently resolved. How should posters be provided to employees who work remotely, either part-time or full-time? Such employees complicate the role of posted notices as a conduit for workplace information, as remote workers may not reside in the same city or even state where the office that conspicuously posts the required notices is located – raises...
A slew of NYPD officers recounted on Sunday horror stories from their careers in which they say they were falsely accused of sexual misconduct and, despite being exonerated, had the allegations sh...