Category Archives: California Questions

Quirky Question #246, iKnow where your iPad is

Question:

Our California company intends to provide iPads to all of our sales employees, but to make sure we can locate the iPads if they are lost or stolen, we plan to use the iPads’ GPS capabilities to track their locations.  As an added bonus, we’ll also be able to track the sales employees themselves.  Any concerns with this plan? Answer→

Quirky Question #242 – Policing Break and Time Records Pays Off

Question:

We are a California employer.   After all the publicity surrounding class actions over meal and break periods, we instituted automatic warnings if employees take too long or too short a meal or rest break. Is anyone really enforcing this kind of discipline or are we wasting our time? Answer→

Quirky Question # 239, Employers Might Be Liable For Accidents During The Commute If They Require Employees To Use Their Vehicle During The Work Day

Question:

Our office manager occasionally runs errands during the day such as delivering something to a customer or picking up lunch for a meeting. We reimburse her at the IRS rate for mileage. Yesterday, on her way home, she rear-ended the car in front of her causing substantial damage.  She has asked for the company’s insurance information. We told her the company is not liable because we are not liable for anything that happens during her normal commute.  Are we on solid ground? We are in California. Answer→

Quirky Question #228, E-Cigarettes: To Vape or Not to Vape at the Workplace

Question:

Our California company has a no smoking policy but had not thought to include a ban on e-cigarettes, as we had not experienced any problems with them at the workplace until now.  A handful of our employees use e-cigarettes during work hours.  A week ago, a supervisor informed HR that coworkers were concerned about the health effects of being exposed to e-cigarettes.  Can we and should we ban e-cigarettes at our workplace? Answer→

Quirky Question # 225, California Law Is Not Going to Pieces

Question:

We are located in California and would like to change to a piece-rate system where we pay non-exempt employees a set amount for completed tasks.  I understand that this is referred to as paying for a “piece-rate” and it is legal as long as the employee is compensated at least at the minimum wage for all hours worked.  Is this correct? Answer→