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July 2012


【フレックス】87%の人がFlexible Workを希望

2008年の全米調査によれば87%の人がFlexible Workを重視していることが分かっている。
Flexible Workを希望している人材増がここのニュースソースでは明らかにされていないが、ExemptとNon-Exemptでは整えるべき体制も違うだろう。

Exemptは自らの意思決定で仕事ができるし、働く時間も制限されないのでFlexible Workは実現しやすいだろうが、Exemptの認識がFLSAによるあいまいな指示と残業代訴訟の温床となっている限りはなかなかExempt化に踏み切るのは難しい。




Flexible Work Arrangements

Flexible scheduling continues to be on the wish list for many employees. The “2008 National Study of The Changing Workforce” by the Family and Work Institute reported that 87 percent of all employees say that flexibility would be “extremely important” or “very important” to them if they were looking for a new job.

Continuing technological advances are changing the need for in-office “face time.” Flexibility may work as part of an overall business strategy — rather than just on an individual, case-by-case basis.



【労災保険】Workers' Comp Rates Increased 37% by Commissioner Jones

カリフォルニア州でWorkers CompのRateが37%上昇することが承認された。
来年のWorkers CompのRateは上がることが予想される。








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Workers' Comp Rates Increased 37% by Commissioner Jones
Against a backdrop of a horrid economy and small businesses in trouble, California Insurance Commissioner Dave Jones today effectively approved a 37% increase in workers’ comp rates for 2012. The decision means California employers will pay a lot more for workers’ comp next year than they did last year. But Democrat Jones tried using numerical trickery to couch his decision and make it a non-news worthy event.





Content of Commission Agreement Is Important

California Labor Code sec. 221 prohibits employers from engaging in “self-help” by withholding from an employee’s wages any money owed to the employer. However, in the case of commission wages, the employer and employee often have a written agreement that provides for an advance on commissions, and a charge-back for recouping commission advances if the conditions required for payment of a commission are not met.

A recent California case provides an example of why detailed commission agreements are so important. Sciborski v. Pacific Bell Directory, 205 Cal.App.4th (1152).





Refusal to Sign Disciplinary Document Bars Unemployment Insurance Claim

Employees are barred from receiving unemployment insurance (UI) benefits if they have been discharged for “misconduct.”

A California court ruled that an employee’s refusal to sign a disciplinary memorandum can be considered “misconduct” disqualifying him from receiving UI benefits. Paratransit, Inc. v. Unemployment Ins. Appeals Bd., 2012 WL 2159383 (May 31, 2012).


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