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War for Top Talent Prompts US Businesses to Take Action

March 20th, 2019

SunTrust: War for Top Talent Prompts U.S. Businesses to Take Action

Annual business survey shows 93% of surveyed businesses boosting financial, other perks to retain valuable employees.  Companies are becoming more employee-focused as the talent war continues and the unemployment rate remains at an all-time low.

Is your company competitive?  CLICK HERE to continue reading this article by SunTrust.

Do You Have To Let Your Employees Work From Home?

March 19th, 2019

 

“Do I have to let my employees work from home?”

With technological advances and with market demand for flexible work arrangements constantly increasing, the question comes up all of the time.  Generally speaking, the answer is no. Some positions just don’t translate to working remotely.  CLICK HERE to read the complete article by Smith Anderson – Law Update Labor & Employment.

Extending a Reasonable Accommodation Requires Interactive Process – HRWatchdog

January 21st, 2019

As employers, we’re responsible for reasonably accommodating employees with disabilities.  The recent article posted by HRWatchDog.CalChamber.com is a reminder that an accommodation for an employee with a disability does not necessarily expire at the conclusion of the time period listed on a doctor’s note.

Read the complete article at https://hrwatchdog.calchamber.com/2019/01/extending-reasonable-accommodation-requires-interactive-process/.

Client Alert – Employers Beware: ‘Tis the Season for Data Theft 

January 8th, 2019

Client Alert – Employers Beware: ‘Tis the Season for Data Theft 

#identitytheft #datasecurity #informationtechnology #technology #securityawareness

Job Seekers Are Now in the Driver’s Seat and Expect Next-Gen Recruiting and New Hire Experiences, Survey Finds

October 30th, 2018

 

Low unemployment and high demand for talent is feeding a recruiting environment where job seekers and new employees are in control.

 

Today, Careerbuilder and Silkroad released the results of a new…CLICK HERE TO CONTINUE READING.

 

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.



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