An intern is not someone you simply elect to work for you and not pay. If the person is working for you, they are an employee and the Labor Code will apply. However, there is an exception to the Labor Code that allows true interns or externs to come into your place of business and perform tasks without pay, so both can reap benefits. Otherwise, your intention to bring on free labor because you cannot afford to pay someone will expose you to audit by the Labor Commissioner’s office or EDD, and/or liability to any intern who worked for you for up to four years after they leave your employ.   Learn more on this episode of the Bottled Business Sense Show.

Bottled Business Sense Show

Bill Bernard – WFBLegalConsulting.com
bill@wfblegalconsulting.com
949.698.6222 LAWYER for BUSINESS

Rick Moscoso – Captivate365.com
rick@captivate365.com
949.667.1182

The Bottled Business Sense Show provides practical business perspectives that uniquely emphasize both legal and media marketing strategies that protect and insure the longevity of your business.


Prescription drug abuse has made national news in the last few years.  In fact, prescription opioid abuse and the heroin epidemic claims the lives of tens of thousands of Americans each year. This “epidemic” is harming far too many Americans and their families.This does not mean, however, that employers should not be mindful of federal and state disability laws that protect those taking prescription drugs for valid medical conditions. Learn the important facts on our next Bottled Business Sense Show.

Bill Bernard – WFBLegalConsulting.com
bill@wfblegalconsulting.com
949.698.6222—LAWYER FOR BUSINESS

Rick Moscoso – Captivate365.com
rick@captivate365.com
949.667.1182

The Bottled Business Sense Show provides practical business perspectives that uniquely emphasize both legal and media marketing strategies that protect and insure the longevity of your business.


There are generally two types of sexual harassment: “quid pro quo” and “hostile environment.” Federal guidelines provide that “unwelcome” sexual conduct constitutes sexual harassment when “submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment.” Learn the distinctions between the types of harassment, when they occur, and how to prevent exposure to such claims in your business on our next show.

 

Bottled Business Sense Show

Bill Bernard – WFBLegalConsulting.com
bill@wfblegalconsulting.com
949.698.6222

Rick Moscoso – Captivate365.com
rick@captivate365.com
949.667.1182

The Bottled Business Sense Show provides practical business perspectives that uniquely emphasize both legal and media marketing strategies that protect and insure the longevity of your business.



A related duty of any employer is the obligation to “engage in the interactive process” with an employee once the need for an accommodation arises. This interactive process is a key mechanism in the overall accommodation evaluation process, under both the Fair Employment and Housing Administration (FEHA) and the American with Disabilities Act (ADA). Do you know how this process works from both a procedural and substantive standpoint?

Join us to find out this Tuesday on the Bottled Business Sense Show.

Bottled Business Sense Show

Bill Bernard – WFBLegalConsulting.com
bill@wfblegalconsulting.com
949.698.6222

Rick Moscoso – Captivate365.com
rick@captivate365.com
949.667.1182

The Bottled Business Sense Show provides practical business perspectives that uniquely emphasize both legal and media marketing strategies that protect and insure the longevity of your business.


Standard Operating Procedures in Your Business

Using operating procedures that standardize and facilitate employee conduct, not only creates growth and prosperity for an employer’s business, but in many instances is mandated by state law. Creating a methodology to implement these operating procedures is critical and must be habitual in nature to insure success.

Learn what Bill, Rick and Steve believe to be the best course of action to accomplish this goal.

Bill Bernard – WFBLegalConsulting.com
bill@wfblegalconsulting.com
949.698.6222

Rick Moscoso – Captivate365.com
rick@captivate365.com
949.667.1182


A California employer should always require all employment documents, including an employee offer letter of employment, and company policies, to be signed before a new hire starts the first day of work. Individual employee files should be started from the date of hire and maintained vigilantly through separation of employment, and standards of conduct as well as employee benefits require HR attention. Join us this Tuesday to learn more on the Bottled Business Sense Show.

wfblegalconsulting.com/bottled-business-sense-show/

Bill Bernard – WFBLegalConsulting.com
bill@wfblegalconsulting.com
949.698.6222

Rick Moscoso – Captivate365.com
rick@captivate365.com
949.667.1182

The Bottled Business Sense Show provides practical business perspectives that uniquely emphasize both legal and media marketing strategies that protect and insure the longevity of your business.

 

 

 


 

Do you know what is supposed to be placed in an employee’s personnel file? Are you aware of the rights that a current employee and a former employee have with regard to inspecting their personnel file? And do you know the penalties for an employer who fails to comply with inspection requests? Join us this Tuesday to learn more on the Bottled Business Sense Show.

The Bottled Business Sense Show provides practical business perspectives that uniquely emphasize both legal and media marketing strategies that protect and insure the longevity of your business. 

Bill Bernard – WFBLegalConsulting.com
bill@wfblegalconsulting.com
949.698.6222
wfblegalconsulting.com/bottled-business-sense-show/

Rick Moscoso – Captivate365.com
rick@captivate365.com
949.667.1182

Steve Smith – GrowthSourceCoaching.com
steve@growthcoursecoaching.com
949.951.9163