Articles, news & events

Read the latest news from Scali Rasmussen, including legal alerts and event listings.

Workplace investigations

Important tips for planning and implementing them

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When you become aware of a potential violation of law or Company policy, as a conscientious Human Resources professional or Company manager you want to promptly and appropriately address the situation and more forward. However, managers often jump to focus on the corrective measures they think will appropriately address the situation before stopping to consider that there may be other sides to the story of which they are not aware. Moreover, should your corrective action result in some adverse employment action, such as discipline, demotion or termination, your process of determining the appropriate corrective action will be subject to second-guessing and scrutiny should the employee later challenge the action. While your corrective process may be correct and may have been the fair and appropriate response, you can save your employer the time and expense of proving that point in court or before an arbitrator if you focus on conducting a fair and effective investigation instead of worrying about the result.

What’s in your FCRA disclosure form?

A recent court case serves as a warning to employers

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Under the federal Fair Credit Reporting Act (“FCRA”) employers who use background checks (such as criminal history or credit reports) of applicants or employees are required to provide clear and conspicuous written disclosure of the applicant/employee’s rights under the FCRA. The written disclosure must be provided in a document that consists solely of the disclosure. The third-parties doing the background checks often provide employers their own disclosure forms to give to applicants, and the employers might assume that these forms are legally compliant.

The FTC Sage settlement

What we can learn from the misfortune of others

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As many of you have read, last month The Sage Automotive Group, a California dealer group, reached a settlement agreement with the Federal Trade Commission for charges that the dealership group used deceptive and unfair sales and financing practices, deceptive advertising, and deceptive online reviews. The FTC described the charges as the first in the nation brought by the FTC for so-called “yo-yo financing.” Now that the dust has settled, this brief article looks at the allegations and discusses some best practices to avoid suffering a similar fate.

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In Coffee Break episode 25, Chris and Jennifer discuss California's wage statement requirements and explain recent clarifications to the labor code.

EVENT on June 27, 2017 to June 28, 2017

Moss Adams' 2017 Fuel for Growth

Workshop for CFOs and controllers

The Scali Law Firm’s Christian J. Scali and Monica J. Baumann will speak at this two-day conference, with professionals from Moss Adams' Automotive and Dealer Services, along with industry influencers. The Workshop is designed to help you navigate the current economic environment, share best practices, learn about vital accounting and tax issues, and much more.

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