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February 2017

2017.02.24

保留継続 Exempt 最低賃金の変更

昨年12/1/16に予定されていたExemptの最低賃金変更は更に5/1/17までは保留されるとDepartment of Laborより発表されました。

Federal Overtime Rules Still on Hold – Response from DOL due May 1

Feb 24 2017 - Overtime - Gail Cecchettini Whaley

overtime rules may 1
California employers should continue to follow the California salary test until the fate of the federal overtime rules are determined.

The Department of Labor (DOL) was granted an extension until May 1, 2017, to form its position and file its briefs regarding the legitimacy of the new federal overtime rules.

The revised federal overtime rule was set to take effect on December 1, 2016. The rule would change the salary level that must be met before an executive, professional or administrative employee can be classified as exempt from overtime. Under the rule, the federal minimum salary test would increase to $913 per week ($47,476 annually for a full-time employee); an employee paid less than this threshold would be guaranteed overtime pay. This salary threshold is more than double the current federal test and is also higher than California’s minimum salary test.

However, states and business groups sued to halt the rule and, about a week before the rule was to go into effect, a federal court issued a nationwide preliminary injunction blocking the DOL from enforcing the new federal overtime rule.

The DOL appealed the order. Since then, the rule has been on hold while litigation over the validity of the rule continues.

At first, the DOL asked for an expedited appeal, hoping to get a quick decision on the fate of the rule. But now, under the new administration, two requests for extensions have been filed and granted. The most recent request for an extension until May 1, 2017, was granted this week.

The DOL stated that additional time is “necessary to allow incoming leadership personnel adequate time to consider the issues.” The recent nomination of Alexander Acosta to become next Secretary of Labor is awaiting approval.

So for now the new federal overtime rules are still on hold and their future fate is uncertain.

What This Means for California Employers

California employers should continue to follow the California salary test to determine whether an employee can be classified as exempt under the executive, administrative and professional exemptions. In addition to the salary test, California employees must meet a strict duties test to be classified as exempt.

Gail Cecchettini Whaley, CalChamber Employment Law Counsel/Content

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2017.02.22

100%回復を求め$290,000の示談

100%回復するまで復職させないのは違法との判断がDFEHより出ました。

Blanket 100-percent healed policies are unlawful.

The California Department of Fair Employment and Housing (DFEH) recently obtained a settlement that highlights a mistake that employers often make: requiring employees to be 100-percent healed before they can return to work after an injury.

In fact, blanket policies that say an employee must be 100-percent healed before he/she can return to work after an injury are unlawful. Instead, you must assess whether the employee can perform the essential functions of the job with or without reasonable accommodation.

In this instance, an employer’s actions resulted in a $290,000 settlement obtained by the DFEH on behalf of a school district custodian.

Following a back injury, the custodian returned to work with no change to his duties and allegedly performed all of his duties for several months until the school district informed him that he was unqualified for the position due to physical restrictions.

During an investigation by the DFEH, the district reported that it relies on a test of physical capabilities to determine if someone can perform custodial duties. Under this test, an individual must be able to exert “maximal force.” Because the custodian had a lifting restriction preventing him from exercising “maximal force,” he was considered ineligible.

After attempts to mediate the dispute were unsuccessful, the DFEH filed a civil lawsuit alleging violations of the Fair Employment and Housing Act (FEHA). The FEHA prohibits discrimination against employees with disabilities and requires employers to provide a reasonable accommodation to allow qualified employees with disabilities to perform their jobs.

“Whenever an employee with a disability seeks an accommodation, the employer has a duty to provide an individual assessment to determine if that employee can perform the duties of the job, with or without an accommodation,” said DFEH Director Kevin Kish.

“The testing requirements in this case meant, in practical terms, that the employee had to be 100% healed from an injury before he would be permitted to take a test for a job he was already successfully performing. That doesn’t make sense. Policies requiring employees to be ‘100% healed from injury’ in order to work deny employees their right to an individual assessment and violate the FEHA.”

In addition to the monetary settlement, the district also offered reinstatement to the employee and made several policy changes:

Noting that a lifting restriction does not prevent applicants from taking the screening test for a position.
Stating that applicants can pass the test so long as they can safely lift the weight deemed necessary for the duties of that position while staying within any medical restrictions.
Clarifying that the screening test is strictly for use in pre-employment inquiries by new applicants and should never apply to employees returning from injury.
Providing disability accommodation training for a number of supervisors and human resources personnel.
Tip: Initiate a good faith, interactive process to identify a reasonable accommodation for a disabled employee returning from a medical or workers’ compensation leave of absence.

Gail Cecchettini Whaley, CalChamber Employment Law Counsel/Content

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2017.02.20

///ニュースレター #206/// 新しいI-9ガイドブック

毎毎お世話になりまして ありがとうございます。
ニュースレター206号をお届けします。
南カリフォルニアでは大雨が続いていますが、皆様いかがお過ごしでしょうか?
恵みの雨ですが、これほど一度に降ると大変ですね。カリフォルニアらしい晴天が懐かしくなります。


【人事ニュース】
新しいI-9のガイドブックが発行されました。下記のリンクから入手できます。

https://www.uscis.gov/sites/default/files/files/form/m-274.pdf

--------------------------------------------
その他 フィロソフィ労務管理サービス 顧問契約をされている企業様向けには下記のニュースもご送付しております。
顧問契約については下記のリンクをご覧下さい。
http://philosophyllc.com/service/

■2/1から4/30までLog 300Aの掲示が義務化
■フォームI-9の保存
■I-9のアラームを設定する
■電子I-9を保管する
■移民局からの査察が入った場合
--------------------------------------------


▼その他人事ニュースは下記のブログをご覧下さい。
http://hr.cocolog-nifty.com/sell/


【保険ニュース】
■生命保険
Key Man Insuranceも被保険者が30代〜40代のうちに購入しておくことが
理想的。自社にとって重要なポジションの人物を引き留めるために利用すること
が多いKey Man Insurance。重要なポジションの人物を決定していくことは
難しいことかもしれないが、やはり生命保険を利用したインセンティブとなると
被保険者が50代になるとやはり生命保険のコストが上がってきてしまう。
理想的には40代までに手を打つことではないだろうか。


■医療保険
1095はお手元に入手されましたか?
Tax Returnの際には提出が求められます。
通常は郵送でご自宅に届くはずですが、まだ入手されていない場合は
保険会社に御確認下さい。

従業員50名以上の企業は会社側が1095を発行いたします。


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今月のフィロソフィ
---------------------------
1ヶ月に1度はLAからSan Joseに車で出張に行っている。
車中で必ずSan Luis Reservoirの水位をチェックしていたのだが、
毎回どんどん少なくなる水位を心配していた。
何とか水対策に貢献できるようなことはないかと考えたりしたものだが
うって変わって今年は水害。ダムが決壊して避難をするようなことまで
起きてしまった。
これだけ科学が進んでいるのだから水不足ぐらい人間の力でなんとか
ならないものかと思っていたが、それはやはり思い上がりというもの
かもしれない。
自分達が自然に生かされていることを思い知らされた今年の雨。
謙虚にして驕らず。
傲慢になってはいけないと戒めている。

■6つの精進

1.誰にも負けない努力をする
2.謙虚にして驕らず
3.毎日の反省
4.生きていることに感謝する
5.善行、利他行を積む
6.感性的な悩みをしない


Help families. Help Businesses.
Make Clients and Team members Happy in Monetarily and in Mind.
Become Better Person.

★ ファイナンシャル教育の分野で独立起業を目指す方急募しております。
★ 志のある方、メールでご返信下さい。

山口 憲和 (保険と労務 アメリカ版 社労士です)
Norikazu (Kazu) Yamaguchi
CA Insurance License: 0F78137
▼アメリカで部下を持って悩んでいる方へ
http://hr.cocolog-nifty.com/
■お気軽にお問い合わせ下さい e-mail: yamaguchi@yourphilosophy.net
■会社情報はWeb: http://www.philosophyllc.com/
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Philosophy LLC (Human Resources Services)
Philosophy Insurance Services (Insurance Services)
Affiliate with Tsuneishi Insurance Agency / Alliance 360


21250 Hawthorne Blvd.,Suite 780
Torrance, CA 90503
TEL 310-465-9173
FAX 310-356-3352


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San Jose, CA 95124
TEL 408-600-0685
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Disclaimer: Please note that Norikazu Yamaguchi makes every effort to offer accurate, common-sense, ethical Human Resources management, employer, workplace and Insurance information on this email, but Norikazu Yamaguchi is not an attorney, and the content on this email is not to be construed as legal advice. When in doubt, always seek legal counsel. The information on the email is provided for guidance only, never as legal advice.

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