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Question: Can we decrease the number of hours employees work?
Daniel | SHRM-SCP| Question: Can we decrease the number of hours employees work? Answer: Yes. Absent an employment contract or other legally binding agreement, you can reduce an employee’s work hours—there is no law that prevents this. Hours are typically reduced for reasons such as a decrease in business needs, the company’s productivity has decreased, job restructuring, or reorganization.It’s important, however, to
Thanksgiving Holiday Closure
With wish to express our appreciation for each of you this Thanksgiving season. Thank you for your continued friendship and partnership. Wishing you and yours a blessed Thanksgiving! Please note that our offices will be closed beginning Wednesday afternoon, November 22, 2023, and will resume normal business hours on Monday, November 27, 2023, at 8:00am. Thank you!
Question: Can we prohibit employees from dyeing their hair bright pink, aqua, or other extreme colors?
Rachel | SHRM-SCP Question: Can we prohibit employees from dyeing their hair bright pink, aqua, or other extreme colors? Answer: Yes. Non-natural hair color is not a protected characteristic. Even so, there are a few things you may want to consider before making a policy about this: “Extreme” hair colors are becoming more and more common, so restricting colors may dampen employee
Veterans Day Office Closure
Our office will be closed in observance of Veterans Day on Friday, November 10, 2023 and will return to normal hours on Monday, November 13, 2023 at 8 am PST. Thank you to all that have worked so hard to fight for and protect our country and our freedoms! We honor and salute you and your families for your service and sacrifice.
Question: We’d like to cater lunch for employees. Do we need to ask them about food allergies?
Answer: No. However, employees who do have food allergies or restrictions would likely appreciate it if you made sure that they also get to partake of the free food. You can manage this by asking employees about food preferences or prohibitions ahead of time, ordering a variety of items so that everyone has at least one option, and listing the
Question: Can we tell nonexempt employees not to check email and messages when they’re supposed to be off the clock?
Sergio | SHRM-CP | HR Snapshot by Choice Builder Question: Can we tell nonexempt employees not to check email and messages when they’re supposed to be off the clock? They’ve been doing this a lot, and we don’t want to have to continue paying them for this additional, unscheduled time. Answer: Yes, you can tell nonexempt employees that they shouldn’t read
Labor Day Office Closure
Labor Day Office Closure We will be closed on Monday, September 4, 2023, in observance of Labor Day, along with the following carriers and administrators: Aetna Aflac AlphaStaff Ameritas Anthem Blue Cross BEST Life and Health Blue Shield of California CalCPA Camden Chinese Community Health Plan CHOICE Administrators (CaliforniaChoice and Choice Builder) Cigna CompNet Delta Dental
What employers should include in an offer letter
Question: What should be included in an offer letter? Answer: The offer letter should outline the expectations and benefits of the job and provide explicit details about compensation. Ideally, it provides the candidate with all the information they need to make an informed decision about whether to accept the job or not. A standard offer letter generally should include: Job details, including
Independence Day Office Closure
Please note our office will be closed Tuesday, July 4, 2023 to celebrate Independence Day. We will reopen on Wednesday, July 5, 2023, at 8:00am. All major US health insurance carriers will also be closed in celebration of Independence Day, and will resume normal business hours on Wednesday, July 5, 2023. Have a fun and safe Independence Day, and God bless America!
Hiring decisions should be based on how well a candidate meets the qualifications outlined in the job description
Question: We have a hiring manager who doesn’t want to hire someone due to their weight. Can we reject their application for this reason? Answer: While weight in and of itself is not a protected characteristic under federal law, making a hiring decision on this basis is inadvisable. Hiring decisions should be based on how well a candidate meets the qualifications outlined in the job