"Every new year worries me because I know there are legal changes. What should I be doing this year?"
You are receiving this because you subscribed or you know an HR Jungle "Guide." You may unsubscribe any time using the link at the bottom of this email.
To-Do List for January 1st
"Every new year worries me because I know there are legal changes. What should I be doing this year?"
Your HR Survival Tip
January 1st used to be the only time we'd have to worry about legal changes or additions to employment law in California. However, times have changed and both CA and the federal governments are springing new laws on us throughout the year. Fortunately, the majority still go into effect on the 1st.
Your to-do list to be ready for 1/1/2018 should include:
Review of your wages to ensure your hourly employees are still at or above the new minimum wages that will be effective 1/1. The CA minimum wage will be $10.50/hour (if you have 25 or few employees) or $11.00/hour (if you have 26+ employees). However, numerous local laws have a higher minimum so be sure to check if your employees are working in any of those localities.
Review of your salaries to ensure your salaried, exempt employees are still above the new minimum salary effective 1/1. As a reminder, you must pay any salaried employee the $43,680 (if you have 25 or fewer employees) or $45,760 (if you have 26+ employees). That amount cannot be smaller, no matter how few hours they work. Salaries are based on the CA minimum wage so local laws have no effect.
Review of your job applications to ensure you have removed any question(s) about previous salary/wages and previous convictions.
Update your interview procedures to ensure you don't ask about those previous wages and previous convictions. Even suggesting the candidate reveal those wages isn't allowed. Instead, be prepared to tell candidates your range for that position.
Update your hiring procedures to ensure you make a written offer to a candidate before you run a criminal background check on them. There are a few exceptions, such as having a government contract requiring the report, but don't just assume you're one of the exceptions.
Review of your leave of absence and time off policies to ensure you have included information about the New Parent Leave Act (NPLA). This affects any company with 20-49 employees within a 75-mile radius.
While it's great to be able to slow down over the holidays, don't forget to take care of business. This to-do list is important if you want to start the new year being compliant.
Take care, it's a jungle out there!
Your HR Jungle "Guides"
Navigate the Jungle ... While Protecting Your Territory
Disclaimer: What is written here is our opinion based on our training, education, and years of human resources management and consulting experience. We have attempted to provide accurate information but keep in mind the information is written in a somewhat generic manner and some content may have been written by someone unassociated with HR Jungle. We are not employment attorneys and do not pretend to be. Nothing written here should be used as a substitute for obtaining legal advice from an attorney specializing in employment law. Affiliation: Clicking on some links may result in our earning a commission if you choose to purchase the product. Regardless, we have added the link because the product appears to be of specific interest to us or we have personal knowledge of the product. However, neither HR Jungle nor its consulting team shall in any event be held liable to any party for any direct, indirect, punitive, special, incidental or other consequential damages arising directly or indirectly from any use of any product mentioned, which is provided "as is" and without warranties.
Your HR Survival Tip
No comments:
Post a Comment