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.


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.


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.

 

 

 


EMPLOYMENT LAW

Employers are allowed to set standards for employee conduct, and they can require that workers keep a clean criminal record upon hire. As an employee, disclosure laws vary by state and the industry you work in. Furthermore, an employer generally may not use a consumer credit report for employment purposes with certain specific exceptions. Join Bill, Steve and Rick and learn what can and cannot be asked of, and obtained from employees, on our next show.

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

Steve Smith – GrowthSourceCoaching.com

steve@growthcoursecoaching.com
949.951.9163

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

Creating a workplace free from everyday influences such as potential conflicts among employees, personal employee issues, as well as the balance that needs to be struck between an employer’s legal and ethical obligations, can often times be very challenging. One of the secrets though at meeting these challenges is to promote an employee’s self-worth, and thus productivity, through more employee involvement in certain aspects of your business. Join Bill, Rick and Steve to explore these options in more detail.

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

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

Rick Moscoso – R2VisualStudios.com
rick@r2visualstudios.com
949.667.1182

http://bottledbusinesssenseshow.com


Check Out Legal Podcasts at Blog Talk Radio with BOTTLED BUSINESS SENSE SHOW on BlogTalkRadio

An employee must understand what he/she is protected from and an employer must understand what his obligations to an at-will employee are.  Understanding the interplay of an employer-employee relationship will facilatate loyalty through a spirit of “partnership” rather than through a perception of boss to worker. This will allow your focus to turn to growth rather than employee turnover.

Join Bill, Steve and Rick to learn what legitimate safeguards you can expect from your employer.

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

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

Rick Moscoso – R2VisualStudios.com
rick@r2visualstudios.com
949.667.1182