OUR BLOG

Mon February 17 2020

Human Resources: Compliance vs. best practice

Compliance with Employment Law is required: HR best practices are not. Employment and labor laws include both federal and state laws. Federal laws are overseen by the U.S. Department of Labor and apply to all organizations whereas each state has their own set of laws that companies are required to abide by. Best practices, although not required, are helpful methods and techniques that bring quality results to the workplace.

Mon February 10 2020

Expense Reports and Cell Phone Charges

The law requires that employers reimburse their employees who use their cell phones for work. Employers have a few options in order to remain in compliance with the law.

Employers may:

Sat January 25 2020

Safety tip: How to properly lift

Proper lifting is an essential part of many different jobs. Whether you manage a factory, a restaurant, or any other business, at some point, employees are likely to be asked to lift heavy items. Making sure that they are lifting properly can reduce the risk of injury and even make lifting easier.

Mon January 20 2020

Employees and the military: What is Civil Air Patrol Leave?

If one of your employees is a member of the US Air Force, you must provide them with time off without pay for military service. Under the Civil Air Patrol Employment Protection Act, employers are required to provide any employee who is part of the California Wing of the Civil Air Patrol with time off to attend emergency operational missions.

Mon January 13 2020

Know the Law: Pregnancy Disability Leave Laws

It’s the law – PDL (Pregnancy Disability Leave) must be offered to any employee who is disabled due to pregnancy, childbirth or any related medical conditions, regardless of the length of employment. Employers must provide employees with up to 4 months of time off, without their job being placed in jeopardy. This time off is unpaid by the employer, however the employee may claim benefits payment through the Employment Development Department (EDD).

Mon January 06 2020

Termination for Poor Performance Should Never Be a Surprise

Terminating employees for performance should never be a surprise. As an employer, you should always follow the correct procedures when terminating an employee. If the termination is due to poor work performance, make sure that you have coached the employee about that performance, and that your communications have been documented.

Mon December 30 2019

Year-End Resolutions – Have a Plan!

Prepare your 2020 goals. Do you have any new goals that you would like to accomplish next year? New systems you want to put into effect? With this year coming to an end, it’s important to reflect back on all your past accomplishments and decide what new goals you want to set for this upcoming year. Start preparing early so you can get right into it when 2020 comes around.

Mon December 16 2019

HR Compliance: The WARN Act

It’s the law - The Worker Adjustment and Retraining Act (WARN) applies to companies with 75 employees or more. This law protects employees and their families by providing them advance notice in the event of a plant or location closure. Private, for-profit and nonprofit employers are covered under this law as are public entities. However, government entities, including federal, state, and local agencies are required to comply.

Mon December 09 2019

Choices for paid holidays

If you offer paid holidays, consider eliminating “Christmas Day” specifically, and allow your employees to “choose their designated winter holiday,” such as Hanukkah, or Kwanzaa instead. Offer your employees options when it comes to deciding what holiday they want off. Your employees are likely to have different preferences and it’s important to acknowledge and take into consideration their different beliefs and traditions.

Mon December 02 2019

2020 California Minimum Wage Increase

On January 1st 2020, California will increase its minimum wage to $13 per hour for businesses 26 or more employees. The minimum wage for smaller businesses, with 25 or fewer employees, will increase to $12/hour.

This increase is part of a larger change, which is slowly raising the California minimum wage up to $15 per hour. Larger businesses will have to meet the $15/hour minimum wage by 2022, whereas smaller businesses have until 2023.

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