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December 2005

2005.12.15

【判例】食事・休憩時間の違反罰金

Meal and Rest Period Penalties

A California appeals court has issued the first opinion holding that the one hour of pay for meal and rest period violations is a penalty, not wages. By issuing this decision, the court ruled that these claims have a one-year, rather than three-year statute of limitations. Class action claims for meal and rest period violations have been on the rise because they have the potential for substantial liability arising from per-day, per-employee penalties.

食事時間、休憩時間の違反に対する1時間の報酬分支払いは罰則金との見解が出された。
過去にさかのぼるのは1年。この訴えは増える傾向にあるようだ。

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【ベネフィット】2006 Mileage Rate

2006 Mileage Rate

Beginning January 1, 2006, the amount employers may deduct for the reimbursement of
employees who use their own cars for company business, will be 44.5 cents per business
mile driven. This is the standard mileage rate approved by the Internal Revenue Service
(IRS) to calculate the deductible costs of operating an automobile for business.

IRSからマイレージの標準マイレージのガイダンスが出た。
1マイルあたり44.5セント。

昨年秋からの緊急措置48.5セントよりも4セント減額となった。
従業員に2006年からのマイレージを案内しよう。

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2005.12.01

【FMLA】実際にケアしないとダメ

Employee Must Provide Care to Qualify for Leave

The Family and Medical Leave Act (FMLA) allows an employee up to twelve weeks of leave during a twelve month period to care for the employee's own serious illness or that of a parent, spouse or child. A recent decision of the federal Ninth Circuit Court of Appeals makes it clear that, during the leave, the employee must actually provide care to a covered family member to claim protection of the law.

電話でケアした例はFMLAの対象とみなされなかった。実際にケアをしないとダメ。

What Should You Do?
・Include a description of family medical leave in your employee handbook if your company has more than fifty employees.
・Train your managers and supervisors to recognize when an employee's request for time off involves family medical leave.
・Provide timely notification to an employee whose absence is covered by family medical leave.

注意すべきこと。
・50名以上の従業員がいた場合、従業員ハンドブックでFMLAについて記載すべき。
・従業員のFMLAのリクエストが出た場合、マネジャーや上司が適格か判断できるように教育すべき。
・従業員にFMLAの対象について情報提供すべき。


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【判例】カリフォルニアの障害者保護

Disability Protections in California

In an important recent decision, the federal Ninth Circuit Court of Appeals has again reminded us that the California Fair Employment and Housing Act (FEHA) goes farther than federal law in protecting employees and applicants with disabilities. The decision points out two important differences. First, FEHA says a medical condition is disabling if it merely "limits a major life activity," while the federal Americans with Disabilities Act (ADA) requires a "substantial" limitation. Second, when considering the major life activity of working, the court said an individual is disabled under California law if he or she is prevented from working a particular kind of employment, something less than a substantial class or broad range of jobs as under federal law.

カリフォルニアのFEHAは連邦法のADAよりも障害者保護を厳しく定義している。
ADAがかなり活動に制限がある、と定義している一方で、
FEHAは単に生活に制限があるだけで障害があるとしている。


What Should You Do?
・Prohibit discrimination on account of disability or perceived disability in your equal employment opportunity policy and employee handbook.
・Train hiring managers on both federal and state protections for disabled applicants, including the obligation to provide reasonable accommodation during the hiring process.
・Train all managers to recognize when a disability may require reasonable accommodation for an employee or applicant, including one returning from a work-related injury.

注意すべきこと
・雇用機会均等のポリシーや従業員ハンドブックのポリシーに従って、障害者への差別を禁止する。
・採用担当者に対して、連邦法・州法に従って障害者を保護することに関して教育すること。
採用プロセスにおいて、適切な環境を用意することを伝える。
・全てのマネジャーに対して、障害者に必要とされる適切な環境を用意すべきであることを教育する。
労災を受けた後に職場に戻る従業員もこの対象となる。

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