| 4/10 workweek - |
A weekly schedule that allows the employee to work four 10-hour days each week; for exemption from overtime requirements, the schedule must be under an approved alternative workweek. |
| 9/80 workweek - |
A two-week schedule that allows an employee to work nine days and 80 hours — five 10-hour days in one calendar week and four 10-hour days the following week; for exemption from overtime requirements, the schedule must be under an approved alternative workweek. |
| accrue - |
To accumulate or have due after a period of time. |
| ADA - |
The Americans with Disabilities Act of 1990 prohibits employers of 15 or more employees in the private and public sectors from discriminating against qualified individuals with disabilities. It requires an employer to make reasonable accommodation for qualified individuals with disabilities unless the accommodating measures would cause undue hardship for the employer. |
| ADEA - |
The Age Discrimination in Employment Act of 1967 is a federal law that protects employees over the age of 40 from employment discrimination on the basis of age and prohibits basing employment actions on the age of an applicant or employee. |
| administrative control - |
Procedural improvements intended to reduce the duration, frequency and severity of work-related injuries and illnesses. Examples include job rotation, work pacing and work breaks. |
| adverse action - |
An employment decision that has a negative impact on hiring, promotion, termination, benefits or compensation. |
| affirmative action - |
An active effort to improve the employment or educational opportunities of members of protected classes. |
| ALJ - |
An Administrative Law Judge is appointed by an administrative agency for the purpose of conducting hearings and rendering decisions under the agency's unique jurisdiction. |
| alternative workweek - |
An alternative scheduling method following legally required steps that allows employees to work more than eight hours in a workday during a standard workweek over less than a five-day period in one week or a 10-day period in two weeks without earning overtime for hours worked more than eight in one day within the prescribed work schedule. |
| arbitration - |
A nonjudicial procedure for resolving disputes using one or more neutral third parties as decision-makers. |
| at-will employment - |
Employment status assumed by California law unless the employer and employee agree otherwise. At-will employment assures both employer and employee that either party can terminate the employment relationship with or without advance notice or cause. |
| back pay - |
A type of damages award in an employment lawsuit that represents the amount of money the employee would have earned if the employee was not terminated or denied a promotion illegally. |
| bereavement leave - |
Time off for a funeral or for mourning. |
| BFOQ - |
Bona fide occupational qualification are qualifications and characteristics reasonably necessary to perform duties, tasks or processes related to a particular occupation. |
| cafeteria plan - |
A type of employment benefits plan in which the employee selects benefits from a "menu," up to a specified dollar amount. |
| Cal/OSHA - |
California Department of Industrial Relations' Division of Occupational Safety and Health, commonly referred to as Cal/OSHA, enforces California laws and regulations pertaining to workplace safety and health and provides assistance to employers and workers about workplace safety and health issues. |
| Cal-COBRA - |
The California Continuation of Benefits Replacement Act requires insurance carriers and HMOs to provide COBRA-like coverage for employees of smaller employers (2–19 employees) not subject to COBRA. |
| California Labor Commissioner - |
Sets and enforces regulations for employee wages, paycheck deductions, breaks, vacation, jury/witness duty or temporary military leave, the workweek, minors, employee access to personnel files, "lawful conduct" discrimination, exempt status and independent contractor status. The commissioner also assesses fines and files charges with the District Attorney on behalf of underpaid employees, and investigates, holds hearings, takes action to recover wages, assesses penalties and makes demands for compensation. |
| CFRA - |
The California Family Rights Act provides employees 12 weeks of leave for bonding with a newborn or adopted child, caring for a family member with a serious health condition, and/or caring for the employee's own serious health condition. This law applies to companies with 50 or more employees and public-sector employers. |
| Civil Rights Act of 1991 - |
Amended Title VII, creating, among other things, the right to jury trials, and allowing those claiming intentional discrimination or harassment based on sex, race, religion, national origin or color under Title VII, or disability under the ADA or Rehabilitation Act, to obtain compensatory and punitive damages measured by the size of the employer's workforce, up to a maximum of $300,000. |
| claimant - |
Individual making a claim for unemployment insurance, worker's compensation or other benefit before an administrative agency. |
| COBRA - |
The Consolidated Omnibus Budget Reconciliation Act of 1985 requires employers with 20 or more employees to offer all employees covered by health care the option of continuing to be covered by the company's group health insurance plan at the worker's own expense for a specific period (often 18 months) after employment ends. |
| collective bargaining agreement - |
An agreement resulting from "collective bargaining," or the negotiations between representatives of a union and employers. A collective bargaining agreement establishes, among other things, employees' terms and conditions of employment, such as wages, hours of work, working conditions and grievance-procedures. |
| commission - |
Compensation paid to an employee based on a proportional amount of sales of the employer's property or services. |
| compensation - |
Any monetary payment related to work, including wages, commissions and bonuses. |
| compensatory time off (CTO) - |
Illegal in the private sector, CTO gives a nonexempt employee time off for extra hours worked instead of paying overtime. |
| concurrent leave - |
Two different types of leave (for example, Pregnancy Disability Leave and leave under the Family Medical Leave Act) that are used simultaneously. |
| conflict of interest - |
A conflict between the private interests and the official responsibilities of a person in a position of trust. |
| constructive discharge - |
Wrongful termination based upon working conditions that are so intolerable a reasonable person would be forced to resign. |
| CTD - |
Cumulative trauma disorder. |
| CTO - |
Compensatory time off gives a nonexempt employee time off for extra hours worked instead of paying overtime. It's commonly referred to as "comp time" and is almost always illegal for private employers. |
| deduction - |
An amount of money withheld from an employee's gross earnings for legally required or permitted purposes, such as taxes, garnishments, contributions to retirement plans or health plan premiums. |
| DFEH - |
The California Department of Fair Employment and Housing enforces California's anti-discrimination laws. |
| DIR - |
California Department of Industrial Relations has these major areas of responsibility: labor law, workplace safety and health, apprenticeship training, workers' compensation, statistics and research, mediation and conciliation. |
| disability - |
In California, a physical or mental impairment that limits one or more major life activities. |
| disability insurance - |
A voluntary plan for employers who do not want to participate in SDI, that provides short-term benefits for employees disabled by a non-work-related illness or injury. |
| disparate (unequal) impact - |
An employment practice that appears neutral on its face but is discriminatory because it has an unjustified adverse impact on a protected class. |
| disparate (unequal) treatment - |
Refers to an applicant or employee that belongs to a protected class receiving unequal treatment because of his or her membership in that protected class. |
| DLSE - |
California Division of Labor Standards Enforcement investigates wage claims and discrimination complaints and enforces California's labor laws and IWC Wage Orders. |
| DOL - |
U.S. Department of Labor administers a variety of federal labor laws, including those that guarantee workers' rights to safe and healthful working conditions, a minimum hourly wage and overtime pay, freedom from employment discrimination, unemployment insurance and other income support |
| domestic partner - |
The California Family Code defines a domestic partnership as: 1) two adults of the same sex who have chosen to share one another's lives in an intimate and committed relationship of mutual caring; or 2) two equally committed adults of the opposite sex if one or both partners are over age 62 and one or both partners meet specified eligibility criteria under the Social Security Act. |
| DOSH - |
Division of Occupational Safety and Health enforces California's occupational and public safety laws, and provides information and consultative assistance to employers, workers and the public about workplace and public safety matters |
| double-time - |
Two times an employee's regular rate of pay — the amount that must be paid to a nonexempt employee who works more than 12 hours in one workday |
| Drug Free Workplace Act of 1988 - |
Requires some federal contractors and all entities that receive federal grants to agree that they will provide drug-free workplaces as a precondition of receiving a contract or grant from a federal agency. Although all covered contractors and entities must maintain a drug-free workplace, the specific components necessary to meet the requirements of the act vary based on whether the contractor or grantee is an individual or an organization. |
| EAP - |
Employee assistance program is a workplace program provided by the employer to assist employees in recovering from or dealing with personal issues or problems |
| EDD - |
California Employment Development Department helps California employers meet their labor needs, job seekers obtain employment, and the disadvantaged and welfare-to-work recipients to become self-sufficient. It collects and administers employment-related taxes (Unemployment Insurance, State Disability Insurance, Paid Family Leave, Employment Training Tax and Personal Income Tax). |
| EEOC - |
Equal Employment Opportunity Commission is a federal agency that interprets discrimination law, collects employment data and handles employee complaints |
| employee - |
Any person rendering actual service in any business for an employer for wages. |
| employee benefit plans - |
Welfare and pension plans voluntarily established and maintained by an employer, an employee organization or jointly by one or more such employers and an employee organization. Governed by the Employee Retirement Income Security Act |
| Employee Polygraph Protection Act of 1988 - |
Prohibits most private employers from requiring employees or candidates for employment to submit to a lie detector test. The act strictly mandates how polygraph tests may be administered and how the results are used. |
| employer - |
Any person engaged in any business or enterprise in California with one or more persons in service. An employer can take the form of an individual, association, organization, partnership, business trust, limited liability company or corporation. |
| employment at-will - |
A legal concept, mandated by California law, assuring both employer and employee that either party may terminate the relationship at any time and for any reason or no reason |
| en banc decision - |
The hearing of a case by all the judges of a court, usually when the case concerns a matter of particular importance |
| engineered controls - |
Protective devices designed to reduce or eliminate the risk of workplace injury. Examples include machine guards, adjustable fixtures and tool redesign |
| English-only policy - |
Prohibits the use of other languages in the workplace. This policy is illegal in California unless certain conditions are met, including business necessity and employee notice. |
| Equal Pay Act - |
Part of the federal Fair Labor Standards Act and the California Labor Code, both of which require "equal pay for equal work." Employers must pay employees of the opposite sex in the same establishment equal wages for equal work, with few exceptions. Equal work means the performance of the job requires equal skill, effort, and responsibility, and is performed under similar working conditions. California Equal Pay Act is embodied in the California Labor Code § 1197.5 |
| ergonomics - |
The scientific study of the relationship between people and their work environments. The goal of the field is to minimize workplace injuries and illnesses through improved workplace design. |
| ERISA - |
Employee Retirement Income Security Act regulates employee benefit plans and the numerous persons (for example, employers and unions) involved in establishing and maintaining these plans. ERISA sets uniform minimum standards to assure that employee benefit plans are established and maintained in a fair and financially sound manner. In addition, employers have an obligation to provide promised benefits and satisfy ERISA's requirements for managing and administering private pension and welfare plans. |
| essential functions - |
Fundamental job duties of the position, or the reason the job exists. |
| exempt - |
An exempt employee is an employee who, because of his or her positional duties, responsibilities and level of decision-making authority, is not subject to most of the laws pertaining to overtime, meal periods and rest periods. |
| family leave - |
Family and medical leave, typically called "family leave," is time off available to employees for specific reasons defined in federal and state statutes. Family leaves cover time off for:
- Bonding with a newborn or adopted child
- Caring for a family member with a serious health condition
- Caring for the employee's own serious health condition
- Caring for an ill or injured service member
- Qualifying exigency related to a close family member's military service
|
| FCRA - |
Fair Credit Reporting Act is a federal law that regulates the collection, dissemination, and use of consumer information, including consumer credit information. Requires specific disclosures in a specific format, in addition to any waiver that might be on an application, before checking the applicant's credit, and restricts an employer's ability to use credit reports for employment purposes. |
| FEHA - |
California Fair Employment and Housing Act. Prohibits discrimination/harassment on the basis of race/color, religious creed, national origin/ancestry, physical disability, mental disability, medical condition (including no genetic testing), marital status, sex, age and sexual orientation. This law provides more protection than the ADA. |
| FEHC - |
California Fair Employment and Housing Commission. Hears complaints brought before it by the DFEH, and has the power to levy fines and assessments for damages. |
| Fitness for duty - |
A medical practitioner's certification releasing an individual under his/her care to assume or resume full or modified duties before hire or following a leave of absence due to illness or injury. |
| flat rate - |
Pay based on a job completed, not the number of hours spent completing it. |
| flexible schedule - |
An eight-hour work schedule that includes flexibility in how the employee works those eight hours. For example, a flexible schedule might allow some employees to start their work days earlier or later and adjust the end of their work days accordingly. |
| FLSA - |
Fair Labor Standards Act is a federal act that regulates minimum wages, overtime and working conditions for all employees of businesses that engage in interstate commerce and have an annual gross volume of sales of not less than $500,000, or an individual employee who is involved in interstate commerce, contracts to do work for a firm engaged in interstate commerce or travels across state lines in the course of employment |
| FMLA - |
Family and Medical Leave Act is a federal law requiring a public-sector employer, or a private-sector employer with more than 50 employees, during at least 20 calendar weeks in the current or preceding calendar year, to allow eligible workers as much as 12 weeks off for family leave to care for themselves or a family member suffering from a serious health condition or to bond with a newborn or newly adopted child. |
| front pay - |
A type of damages award in an employment lawsuit for lost compensation during the period between judgment and reinstatement, or if reinstatement is not feasible, instead of reinstatement. |
| full-time - |
An employee who works the number of hours designated by the employer as "full-time." |
| garnishments - |
Money withheld by court order from an employee's check to pay for debt, back taxes or child support. |
| good faith and fair dealing - |
Employment decisions that are made fairly, treating similarly situated employees in the same manner. |
| harassment - |
Conduct or actions — based on an employee's race, religion, sex, national origin, age, disability, sexual orientation or identity, military membership or veteran status — severe or pervasive enough to create a hostile, abusive or intimidating work environment for a reasonable person. |
| HAZCOM - |
Hazard Communication Program requires every California employer, except in a few, limited situations, to create a written Hazard Communication Program to communicate workplace hazards to employees, particularly when employees handle or may be exposed to hazardous substances during normal work or foreseeable emergencies. |
| health factor - |
Health factors include health status, physical and mental condition, claims experience, medical history or utilization of care, genetic information, evidence of uninsurability or disability. |
| HIPAA - |
Health Insurance Portability and Accountability Act limits the extent to which a new employer's health plan can establish barriers, such as pre-existing conditions, which will delay or prevent new employees from becoming fully covered under a new plan. |
| HIPP - |
Health Insurance Premium Payment program. A California program that requires all employers to provide departing employees with notice of a state program that pays COBRA payments under certain circumstances. |
| HMO - |
Health maintenance organization is an organization that provides comprehensive health care to voluntarily enrolled individuals and families in a particular geographic area by member physicians with limited referral to outside specialists. |
| hostile work environment - |
A work environment that is so charged with harassment or similar unwanted behavior that it interferes with the ability to do one's job and may violate employment laws related to discrimination and/or retaliation. |
| IIPP - |
An Injury and Illness Prevention Program must be created by every company in California. An IIPP essentially contains a generalized plan for keeping its workforce free from work-related injuries and illnesses. For companies with more than 10 employees, the plan must be in writing. |
| independent contractor - |
A person or company that supplies goods or services to an entity but is not an employee of that entity. The independent contractor should not have any of the characteristics of an employee. |
| INS - |
U.S. Immigration and Naturalization Service has been renamed to the U.S. Citizenship and Immigration Services (USCIS). An agency of the Department of Homeland Security, the USCIS investigates violations of the Immigration Reform and Control Act. |
| intern - |
Generally refers to students who perform work in the course of their studies and receive course credit as part of the curriculum, but receive no payment for their work and no financial credit toward their school fees. |
| IRCA - |
Immigration Reform and Control Act is a federal law requiring employers to verify all employees' legal eligibility to work in the United States and prohibits employers from knowingly hiring, referring, recruiting or retaining in employment any "unauthorized aliens." |
| IRS - |
Internal Revenue Service is the nation's tax collection agency, which administers the Internal Revenue Code enacted by Congress |
| IWC - |
Industrial Welfare Commission is a California agency that monitors the hours and conditions of employment and determines Wage Orders |
| just cause - |
A fair and honest cause or reason, acted on in good faith by the employer |
| kin care - |
Care of a sick child, parent, spouse, registered domestic partner or child of a registered domestic partner. If you provide a sick leave benefit, you must allow employees to use as much as one-half of their accrued annual sick leave for "kin care", provided the leave is available at the time of need. |
| Labor Commissioner - |
California Labor Commissioner: Sets and enforces regulations for employee wages, paycheck deductions, breaks, vacation, jury/witness duty or temporary military leave, the workweek, minors, employee access to personnel files, "lawful conduct" discrimination, exempt status and independent contractor status. The Commissioner also assesses fines and files charges with the District Attorney on behalf of underpaid employees, and investigates, holds hearings, takes action to recover wages, assesses penalties and makes demands for compensation. |
| layoff - |
Cessation of employment of a worker, often temporarily, because of economic reasons |
| living wage - |
A wage sufficient to provide the necessities and comforts essential to an acceptable standard of living. Generally mandated by local ordinances |
| Log 300 - |
A series of record-keeping forms for recording workplace injuries and illnesses. Part of a Cal/OSHA recordkeeping requirement |
| major life activities - |
Caring for oneself, sleeping, learning, walking, interacting with others, working and other physical, mental and social activities. Used to determine whether a worker is disabled |
| makeup time - |
Allows nonexempt employees to request time off for a personal obligation and make up the time within the same workweek without receiving overtime pay |
| mass layoff - |
The laying off of 50 or more employees under the Worker Adjustment and Retraining Notification Act |
| meal period - |
An unpaid, 30-minute block of time for nonexempt employees for every period of work that lasts more than five hours; must begin no later than 4 hours and 59 minutes into the employee's work period. |
| medical certification - |
A statement from an employee's health care provider as to the necessity of time off from work. Usually required by an employer when an employee is off for a reason protected by law |
| minimum salary - |
The smallest amount a salaried exempt employee may make to be considered exempt under California law. On January 1, 2008, the amount increases to $2,774 per month. |
| minimum wage - |
The smallest hourly wage a nonexempt employee may make. Effective January 1, 2008, California's minimum wage is $8.00 per hour. The federal minimum wage is less than California's, and California employers must comply with state law. |
| minor - |
Any person younger than the age of 18 and required to attend school or any person under the age of six |
| misdemeanor - |
A criminal offense more serious than an infraction but less serious than a felony. A misdemeanor is punishable by fine, incarceration in county jail or a combination of both. |
| MSD - |
Musculoskeletal disorder. See repetitive motion injury. |
| MSDS - |
Material Safety Data Sheet is provided by the manufacturer of a product that describes the product's chemical properties and potential hazards, and instruction in safe handling. |
| NLRA - |
Federal National Labor Relations Act prohibits employers from basing any employment action on employee participation in labor organization (union) activities, such as attending union meetings, speaking with union representatives and discussing union activities with other employees. |
| negligence - |
A lack of prudent care (neglect). |
| noncompete agreements - |
An agreement between an employer and an employee that stipulates that when an employee leaves the company, the employee will not work for a competitor for a certain amount of time. With few exceptions, noncompete agreements are illegal in California. |
| nonexempt - |
An employee who is subject to the laws pertaining to overtime, minimum wage, meal periods and rest periods. |
| occupational wage order - |
Same as Wage Order. Sets forth instructions for the payment of wages to nonexempt employees and specific rights and responsibilities of the employee and the employer. There are currently 17 Wage Orders, organized according to industry and occupation, plus a Minimum Wage Order. The purpose of your business determines which Wage Order applies to you. |
| open-door policy - |
A policy encouraging employees to bring employment issues to the attention of the employer, rather than going outside the company. |
| open enrollment - |
A period of time during which employees can sign up for an employer's group health plan or other benefit plan, such as a retirement fund. |
| OSHA - |
Occupational Safety and Health Administration is a federal agency that ensures safe and healthful workplaces by issuing standards, performing inspections and levying penalties for violations. |
| overtime - |
Hours worked beyond a "normal" amount of hours for a day or week. For nonexempt employees with a regular workweek, normal is eight hours per day. For employees with an alternative workweek, normal could be nine or 10 hours. |
| part-time - |
An employee who works less than the number of hours that qualify him/her as a full-time employee. |
| PDA - |
Pregnancy Discrimination Act of 1978 is an amendment to Title VII that requires that employers treat a pregnant employee the same as any other employee, and when a female employee becomes unable to work due to pregnancy, childbirth or related medical conditions, the employer must treat her disability the same as any other disability. |
| PDL - |
Pregnancy Disability Leave must be provided by California employers with five or more employees for as much as four months of leave for employees disabled by pregnancy and pregnancy-related conditions. |
| pension plan - |
Provides retirement income or defers income until termination of covered employment or beyond. Governed by the Employee Retirement Income Security Act. |
| PFL - |
Paid Family Leave is a California wage replacement program funded through employee contributions and administered by California's Employment Development Department for employees unable to work when they are needed to care for a family member. |
| piece rate - |
An amount paid for completing a particular task or making a particular piece of goods. |
| plant closing - |
The shutting down of a facility or layoff of 50 or more employees. |
| PPE - |
Personal protective equipment is items such as gloves, masks and special clothing used to protect against hazardous, toxic or infectious materials. |
| Proposition 209 (1996) - |
Bars California state and local government agencies from granting preferential treatment to any individual or group on the basis of race, sex, ethnicity or national origin in the operation of government hiring contracting and education. This state measure does not affect affirmative action programs required by the federal government. |
| Proposition 65 - |
Requires that employers with 10 or more employees warn any person (employees and others who may enter a laboratory) prior to their exposure to a chemical known to California to cause cancer, birth defects or other reproductive harm |
| protected class - |
Different classes of individuals who receive specific legal protection against discrimination and harassment based on belonging to a protected class, listed below:
- Age
- AIDS or HIV-positive status
- Marital status
- Domestic partnership
- Medical condition and genetic characteristics
- Race or national origin
- Pregnancy
- Religion
- Gender or sexual orientation
- Harassment, sexual and otherwise
- Name Change
|
| PTO - |
Paid time off is a way to combine various types of leave, granting employees a certain number of days each year to be used at their discretion for illness, vacation, holidays, kin care and personal needs. PTO is treated as vacation, and any unused earned time must be paid to the employee when the employee quits or is terminated, at the employee's current rate of pay. |
| pyramiding of overtime - |
Not required by California law; exists when an employee earns overtime on top of overtime already paid. |
| qualified beneficiary - |
An employee covered under an employer's group health plan. |
| qualifying event - |
For benefits purposes, one of several defined events that permits a change of benefits enrollment status outside of open enrollment periods, or that entitles an eligible beneficiary to COBRA or Cal-COBRA benefits. |
| quid pro quo - |
Latin, meaning "this for that." A type of sexual harassment that conditions job continuance, promotions, benefits, etc. in exchange for sexual favors. |
| rate of pay - |
A fixed amount of payment based on a unit of time or a piece of work performed. |
| reasonable accommodation - |
Any change in the application process, work environment or the way a job is performed that enables a person with a disability to participate in the application process or perform the essential job functions. See also disability. Also used to refer to other employment discrimination contexts, such as religious discrimination. |
| registered domestic partner - |
To be legally considered a registered domestic partner, the couple must be registered with the Secretary of State and the couple must be an unmarried homosexual couple or a heterosexual couple with at least one of the partners older than the age of 62. Under California law, a registered domestic partner has the same legal status as a legal spouse. |
| regular rate of pay - |
The calculated amount of an employee's actual earnings, which may include an hourly rate, commission, bonuses, piece work and the value of meals and lodging |
| reporting time pay - |
Pay for when an employee reports to work at his/her normal time and is not put to work, or is given less than half the hours for which he/she was scheduled |
| rest period - |
A 10-minute, paid block of time for nonexempt employees for each four hours worked; should be scheduled near the middle of the work period. |
| retaliation - |
California regards retaliation as any adverse employment action that results because an individual opposed practices prohibited by the Fair Employment and Housing Act, engaged in any protected activity (such as blowing the whistle on a company's unlawful activities), or filed a complaint, testified, assisted or participated in any manner in an investigation, proceeding or hearing conducted by the Fair Employment and Housing Commission or Department of Fair Employment and Housing or their staffs. |
| retirement plan - |
A fund that provides individuals with income after retirement. Employees and employers contribute money to a fund during the employee's term of employment, and employees then receive a defined income from the fund upon retirement. |
| RMI - |
Repetitive motion injury is a problematic injury that builds over time, caused by overuse or overexertion of some part of the musculoskeletal system. RMIs are characterized by inflammation, pain or dysfunction of the involved joints, bones, ligaments and nerves. Often referred to as "cumulative trauma disorders" or "musculoskeletal disorders." |
| salary - |
A fixed amount of money for each payroll period, whether weekly, bi-weekly, semimonthly or monthly |
| SDI - |
California State Disability Insurance provides temporary disability benefits for employees disabled by a non-work-related illness or injury. SDI benefits are paid by the Employment Development Department from employee contributions in the form of a tax. |
| seventh day rule - |
Nonexempt employees who work on each day of your established seven-day workweek are entitled to overtime at the rate of time-and-one-half for the first eight hours worked and double-time for any hours worked after that on the seventh day. |
| severance pay - |
Money paid to an employee at the time of termination or layoff, to compensate, in part, for the sudden job loss. Not required by law |
| sexual harassment - |
Unwelcome verbal, visual or physical conduct of a sexual nature. |
| SIC - |
Standard Industry Code is a system that classifies businesses by their primary activity. The SIC is used for a variety of identification purposes. |
| split shift - |
Any two distinct work periods separated by more than a one-hour meal period. |
| standby - |
Time the employee spends waiting to be called to work. The standby time may be paid or unpaid, depending on the limitations an empoyer places on the employee during this time. |
| statute - |
A law enacted by the legislative branch of a government. |
| telecommute - |
To work outside of the usual workplace, often at home. An employee may use an electronic link with a central office or other technology to work from a location away from his or her office. |
| TICP - |
Targeted Inspection and Consultation Program is a Cal/OSHA program that identifies certain high-hazard employers, and requires the employers to pay a fee to fund a special inspection unit that focuses on high-hazard employers with the goal of reducing injuries and illnesses. |
| time-and-one-half - |
The regular hourly rate for the job an employee is doing, plus one-half the regular rate of pay. See also double-time, overtime. |
| Title VII, Civil Rights Act of 1964 - |
Prohibits employers of 15 or more employees from discriminating against employees on the basis of race, color, religion, sex, national origin, disability, age or veteran status. |
| UI - |
Unemployment Insurance is A program that provides weekly unemployment insurance payments for workers who lose their job through no fault of their own. The UI program is funded by employers who pay taxes on wages paid to employees. |
| USERRA - |
Uniformed Services Employment and Reemployment Rights Act is a federal act that prohibits discrimination or reprisals against past and present members of the uniformed service. No employer may deny a person initial employment, retention in employment, promotion or any benefit of employment based on the person's membership, application for membership, performance of service, application to perform service or obligation for service in the uniformed services. |
| VETS - |
Veterans' Employment and Training Service is a federal agency that enforces the Uniformed Services Employment and Reemployment Rights Act |
| volunteer - |
A person who intends to give his/her time to a nonprofit organization for public service, religious or humanitarian objectives without wanting pay. |
| Wage Orders - |
Contain the instructions for payment of wages to nonexempt employees as well as specific rights and responsibilities of the employee and the employer. There are currently 17 Wage Orders, organized according to industry and occupation, plus a Minimum Wage Order. The purpose of your business determines which Wage Order applies to you. All employers must post the minimum wage order and the applicable Wage Order. |
| Wages - |
Money received by an employee for labor performed of every description, whether the amount is fixed or determined by the standard of time, task, piece, commission or other method of calculation. |
| WARN - |
Worker Adjustment and Retraining Notification Act is a federal law requiring employers to give employees advance notice of a plant closing or a mass layoff if the action involves a certain number of employees. California created a similar law that provides more protection than that of federal law. Therefore, more employees are covered by state law. |
| welfare plan - |
Provides health benefits, disability benefits, death benefits, prepaid legal services, vacation benefits, day care centers, scholarship funds, apprenticeship and training benefits, or other similar benefits to employees. Some types of welfare plans are governed by the Employee Retirement Income Security Act. |
| whistle-blowing - |
Any report made by an employee on an employer's of suspected illegal activity. |
| work permit - |
The document issued for a minor that allows the minor to legally work. The permit will state the maximum hours and days that the minor may work. It may also contain limitations on the scope of the minor's work. |
| workday - |
Any consecutive 24-hour period starting at the same time each calendar day. If an employer doesn't define the workday, the California Labor Commissioner will presume a workday of 12:01 a.m. to midnight. |
| workers' compensation - |
A mandatory "no-fault" insurance program, paid for by employers, to cover medical treatment and wage replacement for an employee who suffers a work-related illness or injury. |
| workweek - |
Any seven consecutive 24-hour periods, starting on the same calendar day and at the same time each week. If an employer doesn't define the workweek, the California Labor Commissioner will presume a workweek of Sunday through Saturday. |