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What I've Been Reading This Week


I have been out of the office a few days this week in court and as a result, have had to play catchup when I am back in the office.  That has left me less time to read through my usual articles this week, but I did see a few that are worth passing along.  In particular, the article/chart that breaks down the differences between the San Francisco and California sick leave requirements is worth reading.

As always, below are a few articles that caught my eye this week.


Don't Have a Policy in Place? Don't Panic, But Start Drafting One

Some employers do not have any policies in place.  In fact, some employers do not have enough policies in place.  This article points out a few policies that all employers should have, such as policies that address paid time off, equal opportunity, safety rules, etc.  Going a bit further, the article then suggests how employers can create new policies and the most efficient and effective ways to draft the new policies, depending upon the topic.  Common sense?  Probably.  A life saver for employers if an issue arises that the policy addresses?  Definitely. 


A Comparison of San Francisco & California's Sick Leave Requirements

Recently, the state of California enacted broad sick leave policies for employers.  However, San Francisco had previously passed a similar bill that impacted employers and employees within the city.  This chart breaks down the similarities and differences between the two bills in an easy to follow way.  This is definitely worth a review for those readers that attempt to distinguish the bills.


Reminder: Not Every Employer Action Can Be the Basis of a Lawsuit

Jared Lucan has a very well written article which is a reminder that not every action taken by an employer can be the basis of a lawsuit by an employee.  Lucan points to two recent cases from Connecticut to help illustrate this point.  For employees, I would not take this article as an indication that employers can do no wrong.  Rather, it clarifies that just because an employer takes action on something that impacts the employee, that does not necessarily mean the employer's action gives rise to a lawsuit.  As for an employers, this article clarifies that it is not necessary to walk on egg shells; rather, be aware that while some actions and conduct will result in a lawsuit, not everything that negatively impacts an employee can necessarily lead to a valid claim.

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