When you hear the term "wage theft" you may automatically picture someone literally stealing money from an employee. However, it is much more complex and dirty than that. Wage theft can come in many forms, including not paying workers overtime pay, failing to pay workers minimum wage and not paying new employees at all.
Now that the holiday season has begun in earnest, there are a number of retailers who are pledging to keep their doors open for additional hours to take advantage of the extra sales that are likely to take place. After all, more people take their time during the holiday season; meaning that they don't just shop on Black Friday.
If you are starting a business, or a new manager at a startup, chances are that you are focusing on how to make the business grow. Indeed, making good decisions about your services and inventory are essential to running a successful business. However, you should not neglect the importance of your employees.
October and November are prime months for hiring temporary employees for the holiday season. While these hirings will likely boost job numbers, there will be a considerable number of new employees who take permanent positions.
Growth is one the most common goals that businesses have. To achieve this they must have passionate, committed employees who take pride in their work. Of course, all companies strive to have this goal, but actually achieving it is a different story. While there are many ways to achieve it, one thing is constant: happy employees are more likely to stay with an employer than those who are disgruntled.
Indeed, the holiday shopping season is a few months away, but as the old adage goes “if you plan for the worst, you can expect the best.” In the case of retailers and other service businesses, the “worst” during the holidays should be a large influx of customers. With that, employer may be making plans to hire temporary and contract employees. In doing so, there may be situations where workers must put in extra hours to make sure the work is properly done.
For many businesses, December is a time to celebrate the holiday season. This usually is done by providing information about upcoming bonuses, settling work schedules to deal with holiday based vacations and preparing end of year tax documents.
In a couple of seasons, when you are cheering on your favorite NFL team, the women leading the cheers will be guaranteed at least minimum wage -- if they work for a team in California.
Many people may not necessarily consider their status as an employee on a daily (or weekly, monthly, or yearly) basis. Even if you're aware of it, you probably don't consider the ramifications of that status. So, to that end, let's talk about exempt and non-exempt employees, and how these statuses apply in certain industries.
On June 3, the California Labor Commission made a ruling that could ripple through the economy in a number of ways. In the case of a San Francisco-based Uber driver who was seeking about $4,000 in expense reimbursements, the commission ruled that the driver was legally Uber's employee, not an independent contractor.