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November 2005

2005.11.15

【調査】給与交渉はどこまでやるか?

How Negotiable Are Salary Offers?
Fifty-eight percent of hiring managers say they leave some negotiating room when extending initial offers, according to a recent survey by CareerBuilder.com.

CareerBuilder.com.によると85%のマネジャーは一番最初の給与の提示に、いくらかの交渉余地を残しておく
ということだ。

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2005.11.11

11月11日 10:00AM〜12:00PM

11月11日 10:00AM〜12:00PM
ホリデーイン トーランスにて無料セミナー開催!

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2005.11.09

【判例】Safety Gearの着脱までの移動は賃金の対象か?

Supreme Court Clarifies Wage and Hour Law
The U.S. Supreme Court has ruled unanimously that the Fair Labor Standards Act requires employers to compensate workers for the time they spend walking to and from the production floor after donning and before doffing required safety gear.

最高裁の判例。
製造現場で、安全用具の着脱のために移動する距離は勤務時間に含めるかということに関して
FLSA(Fair Labor Standards Act)の基では勤務時間として報酬の対象にすべきと判断された。

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2005.11.08

【判例】COBRA期限を守ってかならず伝える

COBRA Notice Deadlines

A federal appeals court decision underscores the importance of clearly defining deadlines in summary plan descriptions and COBRA notices.

Lifecare Hospitals failed to provide a COBRA election notice to a seriously ill employee until four months after his benefits terminated. Although the employee then made a timely election, Lifecare’s insurance company refused to pay hospital bills. The hospital sued Lifecare and its insurer.

The federal trial court ordered the employer to reimburse the health insurance company for the medical expenses because the employer failed to satisfy its duty to provide proper COBRA notice.

判例ではCOBRAの通達をきちんと行うべきと強調された。
今回の例ではベネフィットが切れてから4ヶ月経ってからCOBRAの通達を出したという事実があった。

注意すること
Be certain that summary plan descriptions, plan documents, and COBRA notices provide for a maximum time period during which employees can elect COBRA coverage.

COBRAの通達はCOBRAが適用になる期間に行わなければならない。

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【不法就労】ワーカーズコンプは支払うべきか?

Workers' Comp for Undocumented Workers

A California appeals court has granted workers' compensation benefits to an injured undocumented worker.

Rafael Ruiz obtained employment with Farmers Brothers Coffee (Farmers) using fraudulent documents and used a fraudulent Social Security number when filing out his workers' compensation claim form for a work-related injury. Farmers argued that workers' compensation benefits should be denied because Ruiz was in violation of federal immigration law and not legally qualified to work. In addition, the company argued that the employment benefits Ruiz sought were obtained illegally, in violation of the state Insurance Code.

The court rejected both arguments.

書類を偽造して不法就労していた場合のワーカーズコンプは雇用者が支払うべきか?
さらに、不法就労していた従業員へのベネフィットは負担すべきか?

判例では雇用者が支払うべきとされた。

そこで、注意すべきことは3点

1.Examine documents presented by employees carefully when reviewing I-9 forms.
2.Perform background checks on all applicants.
3.Apply the benefits and protections of employment and discrimination law without regard to immigration status.

1.I-9をレビューする時にドキュメントをしっかり検証すること。
2.応募者のバックグラウンドチェックをすること。
3.移民法のステイタスに関わらず、ベネフィットや雇用、差別に関わる保護を適用すること。


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