San Diego Employers Association
Are You Making These Common (And Avoidable) HR Mistakes? By Jennifer Jacobus, PHR-CA
Whether a supervisor or manager, one of many or the ‘one and only’ in a human resources department, or the CEO or President of an organization—trying to keep up with and navigate through what is required of employers as they run the business is, simply put, tough. It’s hard to keep up with the ever-changing laws let alone interpreting any particular law and deciphering how to apply it to your specific situation. Biggest issue: not knowing what you don’t know. Here are some of the top HR mistakes that San Diego Employers Association runs across on a regular basis. With a little knowledge and some good resources, you can easily overcome these common mistakes, or even better yet—avoid them altogether! Misclassifying Employees One of the most complicated areas to navigate is the determination of whether an employee meets the criteria to be an exempt employee (exempt from overtime and other wage and hour requirements). In order to be classified as exempt, an employee needs to be paid on a salary basis AND meet the duties test as assigned to each exemption category. Many employers feel that because an employee is paid a fixed salary alone, that they are in fact, exempt, but it’s not that easy. Would it be easier to classify all employees as exempt? Sure. But misclassification can get an employer into a lot of hot water—the green kind (financial). Employees who are misclassified as exempt can often result in the employer having to pay back wages incurred due to overtime and missed meal periods—things we do not normally apply to an exempt employee. A good rule of thumb is to always default to a non-exempt classification, then work through the employee’s job duties, responsibilities, decision-making authority, and how much time they spend on exempt-type duties, to determine if they fit within the parameters of an exempt employee.
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sdea newsletter | april 2012 2
What’s New at SDEA
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Labor Negotiations Settlement
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Strategic Leadership Series
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10 Workplace Trends for 2012
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HR Strange But True
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HR Spotlight
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LAW UPDATE
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Upcoming Professional Development Courses
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Your Questions, Answered!
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san diego employers association 4180 ruffin road, ste. 295 san diego, ca 92123
p. 858.505.0024 f. 858.715.1202
www.sdea.com info@sdea.com
April 2012 President CHRIS BRYANT Director of HR Services JENNIFER JACOBUS, PHR-CA HR Consultant MICHELLE SEDGWICK Marketing and Member Services Manager RACHELLE MORRIS Member Relations Manager BECKY SUFFRIDGE Administrative Assistant JANELLE LOPEZ Intern BRIANNA BERNATH • Columnists JENNIFER JACOBUS, PHR-CA and MICHELLE SEDGWICK Design and Layout RACHELLE MORRIS
SDEA Board of Directors TRUDY ARMSTRONG HOLLY GREEN The San Diego Foundation The Human Factor, Inc.
Board Chair MELANIE POTTER Walter Andersen Nursery
LAURIE PECK, CPA CARLA STANLEY Sedona Staffing
DARREN CECIL STACEY MCKIBBIN Sandler Training ActionCOACH
JODI WATERHOUSE University of San Diego MIKE WHITEHURST, CFA, CIC McCuen & Co.
TOM MURCH & TOM PUFFER Honorary Life Members SDEA is a not-for-profit employer’s association that provides HR advice and consulting to its members in an effort to promote and maintain employer/employee relationships. We are not attorneys and do not render legal advice.
What’s New at SDEA ›› SDEA’s Salary Survey It’s that time of year! Time for all those who are interested in receiving a FREE Salary Survey, visit www.sdea.com for details on how to participate. The deadline to submit your completed survey is April 9th, 2012. Call SDEA with any questions at 858.505.0024 ›› Strategic Leadership Series Is Almost here! The third installment of our popular Strategic Leadership Series will be on April 24th and will feature Mike Murphy, President and CEO of Sharp HealthCare. Visit www.sdea.com for details! ›› Supervisory Skills Certificate Program Starts Soon - And You Can SAVE $100!!!!! SAVE $100 by registering two employees from your company for the program beginning on May 1st 2012. Visit page 10 of this newsletter for details. ›› SDEA's New Webinar Learning Opportunities SDEA is exciting to provide new webinar learning opportunities from which you can even earn HRCI credit! Check out these new webinars as well as over 4,000 other online eLearning opportunities.
Are You Making These Common (And Avoidable) HR Mistakes? - continued from cover story-
Just as critical and potentially damaging is misclassifying an independent contractor when they should be an employee. There is no single definitive factor in determining whether an individual is an independent contractor or an employee for purposes of wage and hour laws. The Employment Development Department (EDD) is concerned with employment-related taxes and the Division of Labor Standards and Enforcement (DLSE) is most concerned with whether the wage, hour, and workers’ compensation insurance laws apply. The IRS has their own set of criteria as do other state and federal agencies. Liabilities and penalties are significant if an individual is treated as an independent contractor and is later found to be an employee, thus, it is strongly recommended that each relationship be thoroughly researched before being implemented. Fines and penalties will apply for both willful and “non-willful” violations. Leaves of Absences Mandatory requirements in all areas of human resources are constantly changing and mandatory leave requirements are no exception. California employers have it especially tough navigating through the myriad of federal and state leave laws. Simply stated, employers are confused over which leave laws apply and when. This can result in the employer not offering the appropriate time off, not continuing benefits as required, and not guaranteeing the same job and working conditions, or offering too much time off, too many benefits and thus setting a precedent for future leaves. Changes to leave laws both on a state and federal level are ever-changing. A perfect example is the new requirements for paid medical benefits for pregnancy-related leaves—effective January 1, 2012. This new amendment brings PDL in line with the existing requirements of the California Family Rights Act ("CFRA"). Employers with between 5 and 49
employees are especially affected by this law and all employers are encouraged to review their handbook policies and stand-alone pregnancy-related policies to ensure compliance with the new amendments to PDL. Communication/Documentation Issues This is probably the single most common issueemployers not communicating with their employees, not setting the expectations with regards to performance, not keeping an open dialogue relating to returning to work from a leave of absence and not reaching out to contact them when they don’t show up for work. We can also lump documentation (poor or none) into this category. You hear it all the time and we preach it all the time: “document, document, document!” Follow through and document any type of personnel and/or performance issues such as misconduct, poor attendance, missed deadlines, and make sure that the employee understands the processes and possible consequences of their actions. If documentation is not handled appropriately, terminations and other HR changes can be met with resistance and may often lead to lawsuits. We have heard from some of the best employment law attorneys that terminations that come as a surprise or that are viewed as “unfair” will more often than not result in a lawsuit for the employer. Wage and Hour Compliance The general topic of wage/hour is on-going and continues to be an area in which many employers struggle in one way or another. Employers continue to tussle with meal and rest periods. Allowing employees to work through their lunch, allowing less than 30 minutes uninterrupted for the meal period (remember, the 28-minute lunch doesn’t count), and not recording the meal period as required for all non-exempt employees are still hot issues for employers.
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Labor Negotiations Settlement An excellent settlement was achieved between ISLAND PALMS HOTEL and UNITE HERE Local 30 (Hotel & Restaurant Employees Union). The new five-year pact (very unusual) calls for yearly wage increases of less than 3% per year. The most heartening aspect of the settlement is that owner Richard Bartell was able to preserve the existing “at-will” language of the agreement which allows the employer to conduct his business free of union interference. The reason the hotel was successful in keeping the “at-will” language was because of the employees’ absolute trust in the fairness of owner Richard Bartell. SDEA’s Tom Puffer assisted the company in these deliberations. april newsletter 2012
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STRATEGIC LEADERSHIP SERIES Best Practices & Lessons Learned from Industry Leaders Designed for CEOs and Their Leadership Teams
SDEA Welcomes Mike Murphy President and CEO, Sharp HealthCare
Mike is leading San Diego’s largest private employer on a journey called The Sharp Experience, a performance improvement initiative designed to transform every aspect of the health care experience. Through this comprehensive endeavor, Sharp has advanced on every single measure of success from clinical quality outcomes and net revenue growth to patient and employee satisfaction. Attendance is limited. Please register by April 17th at www.sdea.com or call 858.505.0024.
Reserve your seat today to learn: • What it takes to transform and sustain your company’s culture for long-term success • How to build a passionate, service and results-oriented workforce • How to hardwire systems and processes to support your company’s mission, vision and values
Tuesday, April 24, 2012
11:30am - 12:00pm Networking with San Diego Executives 12:00pm - 1:30pm Lunch/Program Lunch will be served with a no-host bar provided
Riverwalk Golf Club 1150 Fashion Valley Rd San Diego, CA 92108 SDEA Members: Individual $65 | Table of Eight: $475 Non-Members: Individual $75 | Table of Eight: $550
Are You Making These Common (And Avoidable) HR Mistakes? - continued from page 3-
Struggles with California’s daily overtime rules, specifically remembering that overtime is based on the definition of a workday (24 consecutive hours) and a workweek (seven consecutive days), impermissible deductions from an employee’s check, reporting time pay, on-call time, and call-back pay are only a few examples of areas where employers struggle with compliance. Ignorance The area of human resources is ever-evolving. In fact, just this year alone, employers were met with several new regulations. In addition to the new requirements for health benefit continuation under the Pregnancy Disability Leave Act mentioned above, employers must also comply with the Wage Theft Prevention Act that requires employers to provide each newly hired, non-exempt employee with a written notice that contains specific information pertaining to their rates of pay, overtimes wages, address and phone number of the employer, worker’s comp carrier, and more. Additional new changes pertaining to background checks and the limitations on credit checks and a newly expanded definition on gender and how it impacts employer’s dress code policies are just a small sampling of the importance of keeping abreast of new laws affecting your workforce. Because there are far more pressing business issues that employers deal with on a daily basis, human resources and compliance often get swept under the rug. But don’t underestimate the importance and breadth of human resources related needs at your company regardless of size. Being proactive in the area of human resources, recognizing and rectifying issues before they become problems, can save countless headaches, money, and resources, and protect your business against legal claims.
Getting to Know the SDEA Team Brianna Bernath, HR and Marketing Intern The road that led me to where I am now: Being that I am only 20 years old, my road is more like a driveway when looking at the big picture. But I have to say, that each step along the way has been influenced by enough people to last a lifetime. Choosing to attend the University of San Diego was the first step toward my career path. After taking a few classes, I realized I had a passion for HR. As with all great stories of passionate exploits, there is a small amount of luck involved. One day I was mulling about the internship fair at my school and came across SDEA’s table. I had zoned in on the “HR” part of their poster but unfortunately they were looking for a marketing intern, not an HR intern. I introduced myself anyway, expressing my interest in HR, and next thing I knew, I was called in for an interview. Soon after, I received an offer for a HR internship position with SDEA and I have been with them ever since – and I love it! What I like best about my role: My favorite part about my work here at SDEA is being able to contribute my thoughts and ideas to the company. We may not use every idea that everyone has, but if it has a good start, we roll with it and see if we can use it to improve what we are doing. I love that I get to feel like I am part of the team. Professional success secret: The one thing I have learned is that people like to know they are being taken care of. Even if you cannot do something the way they want it done, if you can accommodate them within your given guidelines, you will never have a dissatisfied client. Do the best you can to always make an effort to be helpful. Who or what inspires me and why? Walt Disney inspires me. As a child, he taught me invaluable lessons about love, friendship, and responsibility. Now, as an adult, I have read his life story and he has taught me more invaluable lessons about pursuing your dreams and how important the people are in your life - he is a storyteller, a mentor, a legend, and my hero. How I like to spend my free time: I absolutely love to read; sitting down on my couch and reading for hours every night is my favorite thing in the whole wide world to do. My three dream Jeopardy categories: All things Disney, Movie Quotes, and Classic Cars Something you'd find on my "bucket list": One day I am going to drive my 1965 Mustang across the United States using the historic Route 66 Highway – that would be the best road trip ever!
10 Workplace Trends for 2012 Compliments of BLR
The Sodexo 2012 Workplace Trends Report has just been released and finds that employees are looking to employers for tools and resources to help them simplify their lives, stay healthy and balanced, and bring their "whole self" to work as these continue to be top drivers of engagement. Employee engagement, productivity, brand image and loyalty continue to be relevant measures of success. The report “offers a unique perspective on the workplace that combines insight from clients, academia, principal research, and leading facilities management and human resource trade organizations,” according to a press release. The research, using a sample of over 800 end users, also predicts continued focus on well-being and the ability to deliver a unique value proposition to business communities that focuses on not only integrated, effective, and efficient use of space, but also the performance of human capital. "For any business wanting to grow, these trends show there is a premium on programs that are outcome driven and on sustainable results that address both people and physical space," said Michael Norris, COO and market president for Sodexo's Corporate segment. The 2012 report identifies 10 key workplace trends: 1. Integration of Workplace Solutions: Creating Higher Value 2. Workplaces that Promote Sustainability 3. Inclusive Workplaces 4. It's All About Me: Rewards and Recognition 5. Virtual Workforces 6. The Built Environment as a Driver of Employee Engagement 7. Evidence-based Space Design 8. Quantifiable Employee Health and Wellness Initiatives 9. Psychological Health in the Workplace 10. Flexible Workplaces Rachel Permuth-Levine Ph.D., MSPH, senior director, outcomes-based research and solutions for Sodexo's toLive workplace strategies added that "our team predicts these trends are the direct link to designing environments that enhance individual performance, foster collaboration, and contribute to the well-being of employees—it's the workplace of the future."
SDEA’s Member Referral Program For each company that joins SDEA as a result of your referral, you will receive a choice of: one free attendance at one of our Roundtable luncheons and recognition in our monthly newsletter, or a $25 gift card and recognition in our monthly newsletter. For each company referred, your company will receive an entry in a drawing* to win an office lunch for you and 10 of your co-workers, brought in and served by SDEA!!! To participate, simply submit the name, contact information and company name of business peers you feel could benefit from SDEA’s services to rmorris@sdea.com.
We’d Like to Say
WELCOME
to Our New Members Dow Theory Letters Frontier Airlines International Lottery & Totalizator System, Inc. PMB Group The Unity Center Tobolski Watkins Engineering
For more information, please contact Rachelle Morris at 858-505-0024. *drawing to take place once a year, in June.
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Congratulations to April’s Special SDEA Membership Anniversaries! Thank you for your many years of loyalty! A to Z Metal Finishing Carroll Enterprises, Inc. Pet Kingdom Quantum Designs Retirement Benefits Group Altman Plants Citywide Maintenance of San Diego Dr. Mark Mofid / San Diego Skin CCM Enterprises SDAR / San Diego Association of Realtors California Sheet Metal Works Inc. CSA Travel Protection Discflo Corporation Considine & Considine DENSO WIRELESS SYSTEMS AMERICA Boy Scouts of America, SD Imperial Council RECON Environmental, Inc. Hanken Cono Assad Co. Inc. Wardell Builders, Inc.
1 Year! 1 Year! 1 Year! 1 Year! 2 Years! 2 Years! 3 Years! 3 Years! 4 Years! 4 Years! 5 Years! 5 Years! 5 Years! 7 Years! 7 Years! 8 Years! 9 Years! 10 Years! 10 Years!
San Diego Data Processing Center 11 Years! The Epler Company 11 Years! Advanced Network, Inc. 12 Years! Embassy Carpets 12 Years! Member Testimonial McGregor Plant Sales 12 Years! Sunland Home Foundation 12 Years! KES, Inc. / Koam Engineering Systems 13 Years! It always amazes me how extensive Escondido Metal Supply 14 Years!the knowledge of the consultants - they are Margaret's Dry Cleaners, Inc. 14isYears! Quail Botanical Gardens 16 Years! always so helpful and give great advice. Biomedical Life Systems 19 Years! Boyd Anderson Photography 19Jeanie Years!Leavinson Sharp Business Systems 19Veterans Years! Village FLOWERS BY ADELAIDE, INC. 20 Years! SOUTHERN CALIFORNIA CARDIOLOGY 21 Years! La Jolla Country Club 24 Years! Continental Maritime of San Diego 24 Years! SCOPE ORTHOTICS AND PROSTHETICS, INC. 24Years! Bay City Electric Works 25 Years!
HR Strange But True: Too Many Checks Cook Chef’s Goose Compliments of BLR
It must be easy to get a chef’s job in Akron, Ohio. A chef in that city was supposedly injured on the job in a restaurant and began collecting workers’ comp (WC) while he recovered. Well, he recovered enough to get jobs at two other restaurants while he was still on WC. However, the Ohio Bureau of Workers’ Comp (BWC) reported it had another kind of “recovery” on its mind—to the tune of $14,000 in restitution plus $500 to cover investigative costs. Guess it never crossed the chef’s mind that his new employers would report his earnings to the state. Plus his name was on the Workers’ Comp list for disability payment. This all triggered a fraud investigation by BWC, but the chef initially pleaded not guilty. However, the two restaurants produced records confirming his employment and payment during the period he was also receiving checks from the state. This caused the chef to reconsider his plea, and he admitted to both working at the restaurants and knowing that he shouldn’t be doing that while on disability. He changed his plea to guilty to a felony count of theft. In addition to charging him for the money he owed the state, he was sentenced to 1 year in prison, which was suspended. So while Corn got pulled out of the prison fire, he’s still in a fine kettle of fish.
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HR Professional Spotlight HR Professionals: Jeanette Cheevers & Susannah Fluhr Company: Luth Research CAREER The road that led to where I am now/this profession: Jeanette: My past experience was in event planning and I was new to San Diego and applied for a telephone interviewer position with Luth Research. I worked in several different positions and was eventually brought into HR to assist with interviewing and training for the call center. I fell in love with HR as a whole and was fortunate to work under some amazing people that taught me so much and that was a big part of my decision in making HR a career. Susannah: My background is in Marketing/Sales and Event Planning. When I moved to San Diego in 2006 for my husband’s job, I considered either going for my MBA or a complete career change. During the search for my next step, I had the good fortune to meet three dedicated HR professionals who introduced me to and continue to help facilitate my career growth in HR: Claudia Schwartz, Annette Nelson and Jeanette Cheevers. Through their encouragement and support, I completed the HR certificate program at UCSD in 2 years while working in my first HR position at Luth Research. It was absolutely exhilarating and a real challenge to learn on the job and then go to classes at night to learn even more about the HR field but it was all worth it! I am very appreciative of Jeanette and our president, Roseanne Luth for giving me the opportunity to step into the HR field.
WISDOM FROM THE HR TRENCHES Biggest change I seen in HR over the years: Jeanette: Technology has come so far and gives us the tools to make better business decisions. HR has become more of a strategic role and really understanding your company and how you add value is so important. What I like best about my job: Susannah: I was attracted to HR because I wanted to continue as a business professional and use my love of growing clients and business opportunities in another capacity. I love utilizing my customer service skills to help our employees grow in their current positions. Since I started at Luth Research, I have watched a number of employees who I hired move from the phone room, to using their skill sets in other positions with the company. Just knowing that I gave them their first opportunity here gives me immense gratification.
TAKING OFF THE “HR HAT” Favorite way to spend time: Jeanette: I love everything outdoors; love to golf, go to sporting events, spend time with family and friends and enjoy life. Susannah: Hiking, gardening, reading and trying different outdoor adventures such as kayaking and stand up paddle boarding. Three greatest passions: Jeanette: My family, traveling and cooking. Susannah: I love spending time with my husband, visiting my family in Virginia and keeping up with friends from the different place I have lived. Travel is my other passion and I have been to 28 states, South America, Europe, Canada and New Zealand to name a few. There are still so many places I want to see staring in California such as hiking in Yosemite and visiting the Sequoia National Forest. Number of employees: 266
Luth Research
About Luth Research: A market research industry leader since 1977, Luth Research delivers actionable insights to customers by getting closer to the consumer with innovative market research technology. With a full array of quantitative, qualitative and online research possibilities and innovative technology, Luth is the company for tailored research methods and personalized service. Do you know a HR professional who should featured in our newsletter? Email Michelle Sedgwick at msedgwick@sdea.com
LAW UPDATE
California Court Strikes Down Arbitration Agreement For Failing to Provide Arbitration Rules to Employee Paul, Plevin, Sullivan & Connaughton. LLP
With its recent decision in Mayers v. Volt Management Corp. (Cal. Ct. App., Feb. 27, 2012, G045036) 2012 WL 604390, another California Court of Appeal refused to enforce an arbitration agreement in the employment context. Discussion The plaintiff in Mayers brought claims against his former employer for disability discrimination, retaliation and age discrimination. The employer petitioned to compel arbitration pursuant to provisions in the plaintiff’s employment application, employment agreement, and employee handbook that required arbitration of employment claims. The trial court denied the employer’s petition, finding the arbitration agreement was procedurally unconscionable because it was a contract of adhesion that the employee was required to sign as a condition of employment, and because the employee was neither informed of the specific rules that would apply at arbitration nor provided a copy of the relevant rules. The court also found the agreement substantively unconscionable because it permitted the arbitrator to award attorneys’ fees to the prevailing party, thus exposing the plaintiff to a higher degree of risk than he would face if he brought his claims in court. The Mayers case is the latest in a series of recent California decisions finding arbitration agreements unenforceable in the employment context, including Wisdom v. AccentCare, Inc. (2012) 202 Cal.App.4th 591 and Ajamian v. CantorC02e (Cal. Ct. App., Feb. 16, 2012) 12 Cal. Daily Op. Serv. 2025. Like Mayers, both the Wisdom and Ajamian courts relied on the employers’ failure to actually provide the specific arbitration rules to employees as one of several factors that led the courts to find the agreements procedurally unconscionable. However, the Mayers opinion is the first case to find that the entire arbitration agreement was “permeated” by unconscionability for this reason, such that the unconscionable provisions could not simply be severed from the agreement. What This Means While many arbitration agreements provide a link to the rules or simply refer to them, employers should consider whether to provide the actual rules to employees as part of arbitration agreements. This E-Update was authored by Jeffrey Ames and Matthew Jedreski. For more information, or questions, please contact Mr. Ames, Mr. Jedreski, or any Paul, Plevin attorney at (619) 237-5200.
April 20th HR Roundtable Meal Periods, Overtime, Penalties – Oh my!
Facilitatedby byLonny LonnyZilberman, Zilberman, Esq., Turner Kosmo, LLP Turner Kosmo, LLP Facilitated Esq andWilson Marissa Lyftogt, Esq., Wilson
SDEA’s upcoming Roundtable will address an array of Wage & Hour topics. Understanding the laws and regulations surrounding this topic can be difficult, but this Roundtable is here to help. Let us help you avoid litigations by offering tools to understanding these laws. Join us as we discuss meal periods, overtime, penalties and much more while enjoying delicious food from the one of trendiest gourmet food trucks around, Super Q. That’s Right!! SDEA is bringing the new sensation of GOURMET FOOD TRUCKS to YOU (and you can tell your boss it's all in the name of enhancing your HR knowledge)!
Visit for details Clickwww.sdea.com here for details Catering by Super Q
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April
Professional Development Upcoming Training Opportunities APRIL April 10
Administering Leaves
April 12
Top Handbook Mistakes Webinar
April 17
Recordkeeping Basics
April 19
Becoming a Confident Leader
April 24
Unemployment Insurance Claims
April 26
Harassment Prevention Training Webinar For complete class descriptions, details, or to register, please visit www.sdea.com or give us a call at 858.505.0024.
Supervisory Skills Certificate Program
Register T wo Employee s and SAVE $100*
The Supervisory Skills Certificate Program has been developed to help new managers and supervisors learn and apply good management principles in their work groups. Using a variety of proven instructional techniques, this twelve week course builds the essential knowledge and skill that supervisors and managers must possess to be successful both in today’s workplace and in the future. Visit www.sdea.com for complete program details. *SAVE $100 by registering two employees from your company for the program beginning on May 1st 2012. Simply mention this ad and the $100 savings will be taken off the second employee’s registration. Call SDEA for details. Offer good until April 30, 2012.
SDEA Helpline Q & A Every month SDEA receives hundreds of calls. Here readers have the opportunity to “eavesdrop” on answers to popular (and anonymous) HR questions received by our consultants.
Q. An employee has been using sick days frequently because he needs to stay at home to care for his sick children. The employees without families don’t think this is fair. Can I deny the use of sick days by this particular employee? A. According to section 233 of the California Labor Code, any employer that provides sick leave to employees must allow employees to use one-half of their leave for a child, parent, spouse or domestic partner. Specifically, the employee may use up to half of their accrued sick leave for what is known as “kin care”. The employer may limit the use of the remaining sick days for the employee’s own illness.
Q. Our company of 100 employees has an employee with a high-risk pregnancy. Her doctor has placed her on bedrest for the next 7 months until the delivery. She is eligible for FMLA/PDL and would like to be on leave under CFRA for baby bonding once the baby is born. When will CFRA leave begin?
A. Since the employee will most likely exhaust all of the alloted Pregnancy Disability Leave time (4 months) prior to the birth of the baby, the employee make take CFRA leave for baby bonding beginning any time after the baby is born. Baby bonding must be completed within 12 months after the baby’s birth.
Since the law doesn’t require the amount of days available for kin care to carry over from year to year, an employer may limit the amount of kin care leave to only one-half of that year’s allotment of sick leave.
Are You Our “Friend?” Follow us on Twitter: www.twitter.com/SDEA_HR_Experts Like us on Facebook: www.facebook.com/sdeaHRexperts Join the discussion on LinkedIn: Click here to join our group
SDEA Membership Value 101 With the help of SDEA, members have the tools to: ›› Keep up to date with ever changing employment laws ›› Attract, develop, and retain valuable employees ›› Avoid lawsuits, fines and penalties SDEA Membership Benefits Include: ›› Unlimited consultation with a staff of HR experts ›› 24 hour online resource center ›› Discounts on events and training classes ›› Complimentary training needs analysis ›› SDEA’s annual Wage & Salary Survey (free with participation) ›› SDEA’s Policies & Benefits Survey (free with participation) ›› SDEA’s monthly newsletter
Interested in Becoming a SDEA Member? Give us a call at 858.505.0024 or email Becky Suffridge at bsuffridge@sdea.com
Advertising And Article Submission Info This newsletter is published monthly by the San Diego Employers Association. We welcome the submission of articles by our members on topics of interest related to HR. Date for submission of materials and advertising is the 15th of the month prior to publication. If you are interested in submitting an article or obtaining advertising rates, please email: rmorris@sdea.com.
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