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	<title>Human Resource Blog</title>
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	<link>http://www.humanresourceblog.com</link>
	<description>Where HR Professionals Seek Answers</description>
	<pubDate>Mon, 08 Feb 2010 20:28:46 +0000</pubDate>
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		<title>New York company doing business in California</title>
		<link>http://www.humanresourceblog.com/2010/02/08/new-york-company-doing-business-in-california/</link>
		<comments>http://www.humanresourceblog.com/2010/02/08/new-york-company-doing-business-in-california/#comments</comments>
		<pubDate>Mon, 08 Feb 2010 20:28:46 +0000</pubDate>
		<dc:creator>Caitlin</dc:creator>
		
		<category><![CDATA[Human Resources Management]]></category>

		<category><![CDATA[Labor Laws]]></category>

		<category><![CDATA[California]]></category>

		<category><![CDATA[employment law]]></category>

		<category><![CDATA[labor law]]></category>

		<category><![CDATA[New York]]></category>

		<guid isPermaLink="false">http://www.humanresourceblog.com/?p=5420</guid>
		<description><![CDATA[You follow the California laws for any employee working within the state of California.
In 2009, the California Supreme Court ruled that any employee working within the state borders &#8212; even temporarily &#8212; was covered by all California employment laws including meal and rest breaks, minimum wage, vacation pay and final wages. This would apply even [...]]]></description>
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		<title>FMLA and Overtime</title>
		<link>http://www.humanresourceblog.com/2010/02/08/fmla-and-overtime/</link>
		<comments>http://www.humanresourceblog.com/2010/02/08/fmla-and-overtime/#comments</comments>
		<pubDate>Mon, 08 Feb 2010 20:23:31 +0000</pubDate>
		<dc:creator>Caitlin</dc:creator>
		
		<category><![CDATA[Attendance Management]]></category>

		<category><![CDATA[baby bonding]]></category>

		<category><![CDATA[father]]></category>

		<category><![CDATA[FMLA]]></category>

		<category><![CDATA[maternity]]></category>

		<category><![CDATA[mother]]></category>

		<category><![CDATA[newborn]]></category>

		<category><![CDATA[paid]]></category>

		<category><![CDATA[paternity]]></category>

		<category><![CDATA[time off]]></category>

		<category><![CDATA[unpaid]]></category>

		<guid isPermaLink="false">http://www.humanresourceblog.com/2010/02/08/fmla-and-overtime/</guid>
		<description><![CDATA[No, under current regulations you were not required to contact this employee to offer him overtime work while he was on FMLA, for a number of reasons.
First, under the FMLA regulations introduced in 2009, an employee who regularly works overtime can use FMLA to work only 40 hours per week. Suppose Kathy normally works 60 [...]]]></description>
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		</item>
		<item>
		<title>salaried employee</title>
		<link>http://www.humanresourceblog.com/2010/02/08/salaried-employee/</link>
		<comments>http://www.humanresourceblog.com/2010/02/08/salaried-employee/#comments</comments>
		<pubDate>Mon, 08 Feb 2010 17:05:31 +0000</pubDate>
		<dc:creator>Caitlin</dc:creator>
		
		<category><![CDATA[Compensation]]></category>

		<category><![CDATA[Human Resources Management]]></category>

		<category><![CDATA[absence]]></category>

		<category><![CDATA[absent]]></category>

		<category><![CDATA[bad]]></category>

		<category><![CDATA[employee]]></category>

		<category><![CDATA[exempt]]></category>

		<category><![CDATA[FLSA]]></category>

		<category><![CDATA[inclement]]></category>

		<category><![CDATA[prorate]]></category>

		<category><![CDATA[salary]]></category>

		<category><![CDATA[snow]]></category>

		<category><![CDATA[time off]]></category>

		<category><![CDATA[weather]]></category>

		<guid isPermaLink="false">http://www.humanresourceblog.com/?p=5418</guid>
		<description><![CDATA[Whether or not you can prorate the exempt employees salary depends upon the circumstances. The federal FLSA or Fair Labor Standards Act requires that employers pay exempt workers their full salary for any payroll week in which the employee a) worked a portion of the week and b) was ready, willing and able to work [...]]]></description>
		<wfw:commentRss>http://www.humanresourceblog.com/2010/02/08/salaried-employee/feed/</wfw:commentRss>
		</item>
		<item>
		<title>1099 for Temps??</title>
		<link>http://www.humanresourceblog.com/2010/02/08/1099-for-temps/</link>
		<comments>http://www.humanresourceblog.com/2010/02/08/1099-for-temps/#comments</comments>
		<pubDate>Mon, 08 Feb 2010 14:43:02 +0000</pubDate>
		<dc:creator>Caitlin</dc:creator>
		
		<category><![CDATA[Hiring and Staffing]]></category>

		<category><![CDATA[1099 w-2]]></category>

		<category><![CDATA[employee]]></category>

		<category><![CDATA[independent contractor]]></category>

		<guid isPermaLink="false">http://www.humanresourceblog.com/2010/02/07/1099-for-temps/</guid>
		<description><![CDATA[You are absolutely right &#8211; these temporary workers are employees, not independent contractors. Since you tell the temporary employees when, where and how to work they are not genuinely 1099 workers (independent contractors) under federal law.  In recent years, many accountants and lawyers have given employers the advice to misclassify workers as contractors. Unfortunately, states and the [...]]]></description>
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		</item>
		<item>
		<title>Employee Absence Protocol</title>
		<link>http://www.humanresourceblog.com/2010/02/05/employee-absence-protocol/</link>
		<comments>http://www.humanresourceblog.com/2010/02/05/employee-absence-protocol/#comments</comments>
		<pubDate>Fri, 05 Feb 2010 21:33:24 +0000</pubDate>
		<dc:creator>Caitlin</dc:creator>
		
		<category><![CDATA[Attendance Management]]></category>

		<category><![CDATA[Human Resources Management]]></category>

		<category><![CDATA[employee]]></category>

		<category><![CDATA[employer]]></category>

		<category><![CDATA[job abandonment]]></category>

		<category><![CDATA[no show]]></category>

		<category><![CDATA[quit]]></category>

		<category><![CDATA[wellness check]]></category>

		<guid isPermaLink="false">http://www.humanresourceblog.com/?p=5416</guid>
		<description><![CDATA[You are right to be concerned. Unfortunately, every year some employees who live alone suffer a heart attack, stroke or even die suddenly. The only sign of trouble is that they do not show up to work, and do not call to report their absence. In many cases, this is unusual conduct for an employee [...]]]></description>
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