As 2018 is well underway many of you will have informed your managers and adapted your procedures to be in compliance. Congratulations! But for those of you who have not yet got to it, here is a snapshot of the top things you need to do now. You can get more a more comprehensive review of many other legal changes including sick pay, harassment, and rest breaks in last month’s newsletter. NBC also has an expanded summary of the new laws outlined below (see link below).
Most small business owners are not aware of the tremendous benefits of leveraging the services and expertise of a staffing company. Many owners have a vague recollection of working with a temp in their corporate life in a larger company but are unaware of how staffing companies can help their smaller enterprises.
Business owners who have discovered the many advantages of using a staffing agency are reaping the benefits of costs savings, better access to top talent, less administrative work, workforce flexibility, and a better-engaged workforce.
At a recent workshop, local Employment Law attorneys, Lou Storrow and Chris Olmsted, presented a summary of new legislation and compliance requirements coming January 1, 2018 that may require you to adjust your HR processes and policies. Even though you may not have time to adapt to legislative changes, employee complaints may result in legal fees, penalties, and payouts. It is important to also be aware that the Labor Commissioner has stepped up enforcement efforts and can now conduct an investigation without an employee complaint. 2016 amendments to PAGA1 also gave the Labor Commissioner more time and funds to investigate. With increased DLSE funding investigative staff are projected to grow from the current 82 to 141 by 2018/19.
Now that I’ve made you a bit more aware of the risks of non-compliance (sorry for the negative news) let me outline some of the most relevant changes you need to be aware of.
Job postings are a 'cross your fingers' and hope that your high potential top player is thinking of doing something new AND he/she happens to have some spare time to search through job postings. It does sometimes happen, but in today’s very low unemployment job market that same ‘A’ player has already been engaged by one or more recruiters. If one of the openings is a good fit and the recruiter is good at what they do, then their client will get the top person before this person even notices any job ads. So what can you do to get the top players?
Posted by: Leanne Abraham
Understanding the IRS and state regulations, as well as the case law, to determine if a contractor should be classified as an employee may be confusing but do not avoid it or put it off. Make sure you have the right classification before a contractor starts work or it could cost you down the road. The penalties, fines and legal costs could run into the six figures or more depending on how many workers are involved.
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Last month at the NCHRSD lunch and learn, a group of expert panelists led a discussion on what employers need to be thinking about and planning for regarding California’ new recreational use of marijuana. Of course, California has long legalized marijuana for medical use, but how does the new law of recreational use impact employers? Keep in mind that the cultivation, possession, or sale of marijuana is still illegal under federal law. During the luncheon, we came to some important conclusions which I have outlined for you.
You as the hiring manager or business owner hold the key to significantly increase the probability of a successful hire by ensuring that the process outlined below happens before someone posts the same old job ad or modifies a similar one from the internet. Taking time now could save you weeks, lots of money or, at the very least, many hours in screening resumes and interviews.
According to the California EDD, the state unemployment rate fell to 4.2 percent in March, the lowest rate since September 2007. That is down 1.7 points from the previous year. On top of that, we are seeing strong private sector growth.
What does that mean for you when it comes to hiring your critical office and support personnel? You have a lot more competition for strong candidates and it takes longer to recruit and onboard employees who are a good skill match and cultural fit. On top of that, attracting and retaining Millennials who bring new expectations and viewpoints to the workforce is important to minimize the disruption of churn.
The hiring process is fraught with potential disaster since a bad hire can set you back months or, at a minimum, cost you tens of thousands is wages and lost opportunity, so do not enter this process without some thought and planning. If hiring is only one of your many urgent priorities, execute these top 3 hiring tips and you will significantly increase your probability of a successful hire.
Good people have choices in this employee marketplace. Listed below are 10 common experiences that have caused candidates to judge a job, boss or company poorly and thus causing them to hesitate in taking the next step. For advice on how to plan for and avoid some of these common missteps, download our 'How to prepare for an interview in 20 minutes' at the end of this article.
10 ways to lose a top candidate:
1. Be late or unprepared to receive them – in other words, give the impression that they are not important enough to warrant any effort or planning.
2. Makeup questions as you go and include really lame ones like, "tell me about your strengths" or, "if you were a dessert what would you be?". Thinking as you go communicates that this role is not important enough to warrant more thoughtful questions.