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Posts by michael

Forester

in Job Postings

Our client is currently seeking either a Registered Professional Forester or an experienced forester for full time THP & NTMP preparation. The position involves working on industrial and non-industrial timberlands in Humboldt, Trinity, and Del Norte Counties. $25-30/hr starting wage, depending on experience and qualifications. This is a permanent position. To get started, email your resume to Michael at kraft@sequoiapersonnel.com and fill out our application on...

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Watershed Technician

in Job Postings

This position will conduct road and hydrology assessments, and work with clients and other team members in planning water retention features to minimize environmental impact. A Bachelor of Science degree in hydrology, natural resource management, range management, forestry, environmental engineering or similar is required. We’re seeking experience of 2 years or more performing work like forest road assessments, road mapping and watercourse mapping. Starting pay is $20 – $25 an hour depending on experience. The company provides health insurance and retirement benefits. Please fill out the application and then email Michael Kraft at kraft@sequoiapersonnel.com or call 707-445-9641 to get on Michael’s...

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Civil Engineer

in Job Postings

Our client seeks a civil engineer with a 4-year degree. They are willing to consider people with various levels of experience, but paid work experience producing grading plans is a must. The position involves a mix of field and office work in Humboldt, Trinity, and Del Norte Counties. Pay commensurate with experience. Apply on line and contact Michael for an interview at...

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Planner

in Job Postings

Are you that rare person who would like to work as a planner both with municipal agencies and also on behalf of private development projects? If so, read on! Required traits: Bachelor’s degree from accredited university or college in Planning or related field, U.S. citizenship or authorization to work in the U.S. without sponsorship, and a valid California Driver’s license by hire date. Preferred traits: Master’s degree in Planning or related field, 2 to 5 years relevant experience, memberships in professional planning associations, and skills with GIS and photo-editing (Photoshop) software. The ideal Planner candidate will also have a background in processing planning applications with some experience in long-range planning, be familiar with CEQA/NEPA from a jurisdictional perspective, have experience researching and applying for grants, and administering grants for rural communities, possess high skills with Microsoft Office and Acrobat, and have strong written and oral communication skills. To get started, complete the online application and email Michael Kraft at...

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New Ruling Affects Overtime/Bonus Rules

in News and Features

Earlier this month, the California Supreme Court today issued a ruling that affects employers who pay employees a flat rate bonus and overtime. The court ruled that when calculating overtime in pay periods in which an employee earns a flat rate bonus, employers must divide the total compensation earned in a pay period by only the non-overtime hours worked by an employee.   All California employers who pay such bonuses should review their policies and pay practices to ensure compliance with this decision (Alvarado v. Dart Container Corporation of California). For assistance in figuring this out, call Sequoia Personnel Services at (707) 445-9641.   Beginning with the most basic premise, employees who perform work in excess of defined statutory limits are entitled to overtime pay under both federal and California law. Generally, both statutory schemes provide for pay at a rate of 1.5 times the “regular rate” earned by the employee.   The regular rate calculation at issue in the Alvarado case involves how to compute the regular rate under California law when an employee is paid a flat sum bonus during a single pay period.   Under the federal Fair Labor Standards Act, the regular rate includes all compensation, earnings, or “remuneration” for work performed, with specific payments excluded—such as reimbursed expenses, reporting-time premiums, vacation or holiday pay, or discretionary bonuses. Each of these exceptions have their own specific requirements and employers should consult with a labor and employment attorney for any questions on these exceptions. If an employee earns only an hourly wage, the regular rate likely would be the hourly wage.   However, if there are additional payments, the regular rate is calculated by dividing all earnings (excluding those payments mentioned above) by the total number of hours actually worked. This provides a fairly simple equation: all weekly earnings / all hours worked = regular Rate. Once calculated, employees are then generally entitled to compensation at 1.5 times all hours worked in excess of 40 hours in a workweek. Oftentimes, employers will calculate overtime by first paying the regular hourly wage for all hours worked, including overtime, and then paying an overtime premium at one-half the regular rate for all overtime hours worked.   California generally follows the federal rules with...

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