Prudent to Delegate Duty to Independent Contractor
The California Supreme Court resolved disputes between different district courts of appeal with regard to the duty raised by the California Occupational and Safety and Heath Act (CalOSHA) and whether it is delegable to an independent contractor.
A few days ago, I wrote about the top ten things a company should do when an employee resigns to join a competitor (click here to see that post). But what about the flip side of that coin? What mistakes should be avoided by departing employees and the firms that hire them? Here are ten things to keep in mind:
Most of us tend to regard occupational safety and health programs as belonging to the realm of human resources or personnel management. And while you have experienced a corporate fire drill or received basic first aid training, it's doubtful that you've ever given much thought to what efforts your employer was required to take, by law, to ensure that you and your colleagues were protected from workplace hazards.
Despite recent federal appellate court decisions that hold that private employers may refuse to hire someone based on past bankruptcies, hiring managers and Human Resource departments across the country should give pause to consider whether such a policy is related to the job being sought, and a business necessity.
The reason being is that the recent court decisions may give hiring managers a false sense of security which could cause their hiring decisions to be at odds with the EEOC’s long-held stance on the legality of considering certain data in making hiring decisions.
Whether it's downloading and sharing company confidential information (a hot topic these days), manipulating expense reports, or stealing merchandise- employee theft and fraud is a serious issue for business owners. In fact, studies show that occupational fraud now results in the loss of five percent of an organizatio-s annual revenue.