By Hester Nguyen | Published February 1, 2017 | Posted in Construction, Employee Rights, OSHA, Policies | Tagged Tags: alcohol testing, drug testing, employee, OSHA, OSHA compliance, post-accident drug testing | Leave a comment
OSHA and Post-Accident Drug Testing
OSHA and Post-Accident Drug Testing California employers who require drug and alcohol testing following a workplace accident should revaluate their policies in light of the Occupational Safety and Health Administration’s (“OSHA”) final ruling on employer’s electronic reporting of workplace injuries. 81 Fed. Reg. 29624. OSHA now requires all employers to establish “a reasonable procedure for Read More
Read MoreAre Employers Entitled to Monitor an Employee’s Company Cell-Phone?
In City of Ontario v. Quon, the Supreme Court ruled that employers have the right to read employees’ text messages – including personal ones – if they believe that the workplace rules are being violated. Though this ruling was handed down over six years ago, it is still a point of contention: Is it legal Read More
Read MoreIs Your Intellectual Property Protected When Working with an Independent Contractor?
Once upon a time, working with independent contractors was considered risky and even a bit frivolous. Today, however, hiring out work to freelancers is not only the norm, but it has also become a great way for businesses to reduce overhead costs, increase output, and turn more profit. However, there are still some issues that Read More
Read MoreWhen California Businesses Fail to Provide Reasonable Accommodations
Ever since California passed its first law protecting the rights of workers with disabilities in 1974, it has been at the forefront of the Americans with Disabilities movement. Under California’s Fair Employment and Housing Act (FEHA), employers are required to: Provide reasonable accommodations for applicants and employees who, because of their disability, are unable Read More
Read MoreEmployment Laws and Social Media in California
Individuals find themselves in hot water all the time over what they post on social media. For some, their posts go so far as to get them arrested; for others, their social media posts merely get them fired. For instance, there was the “Bad Teacher” who tweeted about being “Naked. Wet. [And] Stoned.” While she Read More
Read MoreNew California Labor Laws to Look Forward to in 2017
Labor laws are constantly changing, and it is important that California employers keep up with those changes so that they do not unknowingly violate any of them. The Pleasanton business attorneys at Garcia & Gurney, ALC ensure that our clients are in compliance with new and old California labor laws, both for their own protection Read More
Read MoreAge Discrimination Laws Make it Illegal to Ask Older Employees to Retire
“How can I ask my older employees to retire?” This is a question that a lot of employers find themselves asking as their workforce ages but shows no signs of retiring. As an employer, it is difficult to find a place for older workers, especially as technology changes and advances, competitive and diverse skill sets Read More
Read MoreMonitoring Employee Emails: An Invasion of Privacy?
From company credit cards to company cars, and company cell phones to company email accounts, employers these days provide it all to their employees, and while such perks are mostly appreciated, they can come with their pitfalls, such as their subjectivity to employer monitoring. When an employer provides an employee with a credit card, cell Read More
Read MoreProtecting Your Trade Secrets When a Key Employee Moves to a Competitor
We see it in movies all the time—a key employee is enticed away from his or her current position by a competitor who promises a bigger salary, better benefits package, and a cushier office. In return, however, the competitor wants insider information about the employee’s former company. They want to know about potential new customers, Read More
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