Articles Tagged with Employers

Do you currently have a hiring policy for your company?

If you don’t, it’s always a good idea to have one for a couple of reasons. First, you can have that policy reviewed by your attorney and make sure that it fits within the legal framework of your state. Second, it will serve as a protocol for the personnel department to follow and to make sure that. during the hiring process, they all follow the same guidelines even if different staff are involved in the hiring.

If you currently have one, you should be prepared to redraft the policy once the Assembly BillĀ 168 passes. I talked about this before. Assembly BillĀ 168, if it passes, would prohibit employers from asking the salary history of job applicants, directly or indirectly, even when the information is asked to serve other legitimate purposes. I gave my opinion in the last video. I think the intention of this proposed law is good; I’m just not so sure about the viability of this bill. Regardless, whether or not this is a good bill we won’t know until it’s implemented for about a year or two, but you need to be prepared. Once this bill is passed and implemented, you need to comply and incorporate it into your hiring process.

So, again, you cannot ask for a salary history- directly or indirectly. However, if a job applicants provide the information voluntarily then you are not in violation of the law. So, what do you do need to do? Well if job applicants offer that information, I would recommend that you document the process so that you can show, in the event that there is a dispute, that the information was not requested by you, and that it was provided by the job applicants voluntarily. So, document the process.

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Unfair competitionU.S. companies save $2 billion every year by not paying interns the minimum wage according to journalist Ross Perlin. Although the use of unpaid interns is not necessarily illegal, the Fair Labor Standards Act and California law place strict requirements on internships to ensure that employers do not merely shift the work of paid employees onto unpaid interns. The recent $250,000 settlement for interns of Charlie Rose, Inc., the production company for PBS talk show host Charlie Rose, demonstrates the turning tide in the use of unpaid interns.

Charlie Rose Lawsuit and Settlement

Former Charlie Rose intern Lucy Bickerton, first filed the lawsuit in spring of 2012. Bickerton was a student at Wesleyan University when she allegedly was put to work for the Charlie Rose show for 25 hours a week during the summer of 2007. Her and approximately 189 other people who interned at the Charlie Rose show purportedly were required to perform substantive work that included performing background research on guests, assembling press packets, cleaning and breaking down the set, and escorting guests in the studio.