State and federal law requires auto dealers to protect their customers’ non-public private information and dealers have their own sensitive and confidential information to protect. Much of this information is vulnerable to data security threats. Dealers should, by now, be very familiar with these risks and ways to combat them, but newer risks have surfaced in the last few years that require updates to safeguards policies and other actions and vigilance to effectively combat.
One of the most promising applications of AV technology in trucking is the use of adaptive cruise control and vehicle-to-vehicle communication systems to allow truck “platooning.” Platooning lets two or more trucks electronically couple so that acceleration and braking by the lead truck can be instantaneously relayed to, and replicated by, following trucks. The result is closer following distances between trucks, which allows for significant increases in fuel efficiency and safety.
We regularly receive inquiries from dealership clients as to whether they can deduct from an employee’s pay the expense caused by the employee’s loss or damage to Company equipment. This question often comes up in relation to electronic devices issued to employees by the dealership, (such as phones and other mobile devices), as well as vehicles and other equipment that employees use to perform their jobs. If the employer believes that the employee was careless or negligent in causing the damage or loss of the equipment, it may be tempting for the employer to simply deduct the expense or loss from the employee’s paycheck. But doing so is risky!!
What is adverse action and does timing prove a causal connection?
Published on Tue, 09/06/2016 - 12:30am
To establish a case for retaliation under Labor Code Section 1102.5, employees must show that they engaged in protected activity, the employer subjected them to adverse employment action(s), and that there is a causal link between the protected activity and the adverse action. So what is an adverse employment action?
Section 1102.5 of the California Labor Code affords “whistleblowers” (those who report unlawful activity) protections from retaliation. Employers need to handle such reports with care, and train their managers to respond appropriately as well.