Time to post your OSHA summary
The Work-Related Injuries and Illnesses Summary - Form 300A must be posted from February 1 to April 30 of each year. The Form 300A summarizes the work-related injuries and illnesses that occurred at your organization during the previous calendar year. For example, any work related injuries occurred in 2018 must be reflected on the Form 300A and posted by February 1, 2019 to April 30 2019.
The Importance of Timesheets
Time is money and timesheets are an essential procedure to appropriately calculate the number of hours your employees have worked. Many smaller companies will forgo implementing a timesheet procedure and conduct their payroll and attendance using an unrecorded honor system. Regardless of the size of your company; even if you have just a very few employees, this type of unmonitored payroll system is NOT recommended.
Training & Development: Conducting an Interview
Sound interviewing techniques can keep you out of trouble. Know what to ask, and what not to ask during the interviewing process. Being prepared and organized is extremely important when it comes to interviewing a potential new hire. Have a list of questions that you want to ask the candidate and make sure they pertain to the specific job position as this can help you determine whether this candidate is fit for the role.
2019 California Minimum Wage Increase
On January 1st 2019, California increased its minimum wage to $12 per hour for businesses 26 or more employees. The minimum wage for smaller businesses, with 25 or fewer employees, was increased to $11/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.
The Value of an Arbitration Agreement
Arbitration agreements are better solutions than going to court; or receiving a class action lawsuit. Although there are different schools of thought, for many employers, arbitration agreements have become the preferred method as they result in simpler and easier methods for resolving conflicts. This agreement states that an employee agrees to pursue any legal claims against the employers through arbitration rather than through a court of law.
Strengthen Employee Relations with an Employee Newsletter
Increase company communication by sharing important information. Ensure your employees are always informed and educated about what is going on within your organization. Regardless of your company size, sharing such information will help bring all employees up to date with the company’s goals and accomplishments. Sharing information with everyone at work can help avoid any confusion or miscommunication.
2018 – Year End HR Audit
As the year end is closely approaching, now is a good time to make sure that your HR platform is sound moving into 2019. Although this list is not complete, it is a good start to help you prepare for the new year.
Compliance Check List:
Building a strong HR foundation
Limit your liability by building a strong HR foundation, which includes your employee handbook, company policies, and HR Best Practices. Protect your organization by making sure all your policies are well established and put into effect. By compiling a thorough and comprehensive employee handbook, you will have the tools necessary to defend yourself against any potential litigated claims.
TIPS TRAINING for Hotels and Restaurant Employees
It's the law - California bartenders must receive TIPS training. TIPS, also known as the Training for Intervention Procedures, is a training program that educates servers and bartenders on how to prevent intoxication and underage drinking at restaurants and/or bars. Through these programs, bartenders can learn how to be aware of alcohol-related problems and know how to respond during certain incidents.
Understanding Equal Employment Opportunity (EEO) Reporting
Employers with 100 employees or more must report the number of employees within each EEO category. Providing this data is a legal obligation and all employers with 100 or more employees must follow this federal law. The information provided is used to create reports regarding gender and race/ethnicity by the type of job grouping.