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Talent Retention Difficult for a Digital Leading Company

March 28th, 2018

(PRNewsfoto/Randstad US)

A company’s reputation as a digital leader greatly impacts their ability to attract and retain talent, Randstad US study finds.

Read the complete article online at:
https://www.prnewswire.com/news-releases/a-companys-reputation-as-a-digital-leader-greatly-impacts-their-ability-to-attract-and-retain-talent-randstad-us-study-finds-300619937.html.

How will California’s 2018 laws affect you?

January 5th, 2018
California 2018 Minimum Wage

California employers must comply with the state’s minimum salary requirement for Administrative Exempt (salaried) employees.  In California, Administrative Exempt employees must earn a monthly salary of no less than two times the state minimum wage for full-time employment.

Administrative Exempt Employee Salary Requirement
(Employers with 26 or more employees)

This does not apply to Executive Exempt, Professional Exempt, Computer Exempt or Outside Sales Exempt employees.

  • As of January 1, 2018:  CA minimum wage = $11.00 per hour 
    San Diego’s minimum wage = $11.50 per hour
  • 40 hours per week:  Full-time employee works 40 hours in a week
  • 52 weeks per year:  Full-time employee works 52 weeks in a year
  • 2,080 hours per year:  Full-time employee works 2,080 hours in a year (40 hours x 52 weeks = 2,080)
  • $45,760 per year minimum:  Minimum annual salary for a full-time, administrative exempt employee ($11.00 x 2= $22.00 x 2,080 = $45,760)
  • $3,813.33 per month minimum:  Minimum monthly salary for a full-time, administrative exempt employee ($45,760 ÷ 12= $3,813.33)

Administrative Exempt Employee Salary Requirement
(Employers with 25 or less employees)

This does not apply to Executive Exempt, Professional Exempt, Computer Exempt or Outside Sales Exempt employees.

  • As of January 1, 2018:  CA minimum wage = $10.50 per hour 
    San Diego’s minimum wage = $11.00 per hour
  • 40 hours per week:  Full-time employee works 40 hours in a week
  • 52 weeks per year:  Full-time employee works 52 weeks in a year
  • 2,080 hours per year:  Full-time employee works 2,080 hours in a year (40 hours x 52 weeks = 2,080)
  • $43,680 per year minimum:  Minimum annual salary for a full-time, administrative exempt employee ($10.50 x 2= $21.00 x 2,080 = $43,680)
  • $3,640 per month minimum:  Minimum monthly salary for a full-time, administrative exempt employee ($43,680 ÷ 12= $3,640)
Local Minimum Wage

Employers must comply with both state and federal minimum wage laws. Whichever law gives employees a higher wage rate governs.  But, to make it even more complicated, a local entity (a city or a county) may also enact a minimum wage rate that is higher than the state or federal minimum. Therefore, employers must know the federal, state, and local minimum wage rates—and choose whichever one gives the employees more.

Example
The City of San Diego’s minimum wage is $11.50, and will remain so until January 1, 2019. Since San Diego has a higher wage rate than California’s rate of $10.50  (or $11.00, depending on the amount of employees; see above) and the federal rate of $7.25, San Diego employers must pay their hourly employees a minimum wage of $11.50 through January 1, 2019.

Note: The exempt minimum salary requirement is based on the current state minimum wage, not any applicable local minimum wage.

Other New 2018 Laws Affecting California Employers

California Supreme Court Decides Important “One Day’s Rest in Seven” Questions

May 10th, 2017

California Supreme Court Decides Important “One Day’s Rest in Seven” Questions

Preparing to comply with new pay equity rules.

April 11th, 2017

Newsday.com:  To combat pay discriminiation, the U.S. Equal Employment Opportunity Commission will require certain employers to start providing employee pay data by next March.  To read the complete article, CLICK HERE.

The Peculiar “Personnel-ity” of California Personnel File Inspection Laws (Lexology)

December 9th, 2016

Within the last few years, the California Legislature has amended laws related to an employee’s right to inspect personnel records, intending to ensure employees have access to those records. Since then, employers have seen more such requests, claims made before the Labor Commissioner, and even lawsuits over production of personnel files. We offer here some tips on how to comply. For the complete article, CLICK HERE.

More than Half of Surveyed U.S. Small Business Owners Recognize the Risks of Making the Wrong Hire

May 3rd, 2016

New Research from Monster Reveals the Significant Time and Money Small Business Owners Invest in Hiring New Employees

WESTON, Mass., May 3, 2016 /PRNewswire/ — Monster Worldwide, Inc. (NYSE: MWW), a global leader in successfully connecting people and job opportunities, today released the results of their Small Business, Big Hire survey. Conducted by Braun Research on behalf of Monster, the study found that nine-in-ten small business owners (89 percent) identify hiring the wrong person for a job as a risk to the company, with half (51 percent) saying it is a major risk.  Continue reading

Governor Signs CalChamber-Supported Gender Equity Pay Bill

October 7th, 2015

A CaliWe_Can_Do_It!fornia Chamber of Commerce-supported bill that seeks to eliminate pay disparity based on gender was signed by Governor Edmund G. Brown Jr. yesterday.

SB 358 (Jackson; D-Santa Barbara) which received overwhelming support in both houses as it moved through the legislature, will ensure that women are paid equally for work that is substantially similar to the work of their male colleagues, and are not retaliated against if they discuss or ask how much their male colleagues are paid.

To read the complete article on CalChamber’s website, CLICK HERE. 


 

Prospective Employees Want More!

October 1st, 2015

interactionProspective Employees Want More Detailed Information and Human Interaction Throughout Entire Hiring Process, says ManPowerGroup Solutions Research.

MILWAUKEE, Sept. 28, 2015 /PRNewswire/ — ManpowerGroup Solutions, the world’s largest RPO provider, today released an insights paper, “Making the Connection: Best Practices in Candidate Experience,” based on research into candidate preferences, behaviors and motivators. The report finds one in three prospective employees wants to receive more detailed information—not only about the specific job opportunity, but the company itself—as well as more frequent, human connection.

The survey of more than 200 U.S. job seekers reveals …Click here to READ THE COMPLETE ARTICLE.

Are You Worried about ACA Compliance?

March 20th, 2015

The IRS has posted a simple guide to Understanding Employer Reporting Requirements and Monthly Tracking.  CLICK HERE to view the 2 page guide.

 

IRS closes ACA minimum value health plan loophole

November 6th, 2014

IRS-BuildingThe Internal Revenue Service, in a surprise move Tuesday, said it will not qualify employer-sponsored health plans that fail to cover inpatient hospitalization as meeting the minimum value health plan standard under the Affordable Care Act.  See how this could affect you or your employer clients.

To read the complete article, CLICK HERE.

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