Hello HR and business allies!
Where has the time gone? Well, it's gone, and I'm so happy to be back!
​ I've deliberately focused, very intensely I might add, on building this business and building YOUR business over the past few years, and now it's time to reignite my "HR voice" and use it to continue to help you.

The saying I share everyday, "When we fine tune, we find out," is still my constant truth, as well as another you might have heard, "If they make the rules, let's use their tools!"

When I say, "THEY," I am referring to our beautiful state of CA and the rules we go by to get business done.

The tool for the rule today - Go HERE for the state's free sexual harassment prevention training.  YES, FREE!
Below is a screenshot of the page you will land on - READ EVERYTHING before proceeding.
Ensure you have printed out the completion certificate - it will live 'forever' in your HR file.

Ready, set? GO get compliant!
Have a great day everyone,
Great to be back,
​Sara

Seasons' Greetings to everyone,
New Year, New Rules - and, you must be ready!
In addition to the changes in Minimum Wage for CA & San Diego (and other municipalities as well), CA has several new laws that we will have to follow.

The best author to follow is the California Chamber of Commerce, aka CalChamber.
Here is an excerpt of what you need to know:

• The new protected leave of absence for bereavement;
• Employers’ new requirement to make pay scale information available to job applicants and employees, and California’s expanded pay data reporting requirements.
• Extensions to the current wage replacement rates for California’s Paid Family Leave (PFL) and State Disability Insurance (SDI) programs;
• Revisions to CalSavers Retirement Savings Program (CalSavers), which expands on the definition of “eligible employer;”
• COVID-19-related legislation set to expire on January 1, 2023, but now extended to January 1, 2024; ................

Check out the CALCHAMBER article from last month which will give you the basics

AND, did you know that your employment poster will have 8 policy changes?  

If this is too much for you on your own, let us know, we will decode & decipher this with you!

Welcome to your weekend, and welcome to your DIY HR world!
The State of California offers regular Labor Law and Payroll Tax training (online) for FREE!
Here is the link to find a training and sign up - you're welcome :)
https://seminars.edd.ca.gov/Payroll_Tax_Seminars/

Not sure which one will be good for you?
Well, if you're reading this before 6/14/22 - then start with...

"Employment Status Tax Seminar
You will learn:

• Assembly Bills 5/AB 2257 change worker classification criteria effective 01/01/2020.
• ABC Test and excepted categories.
• How to distinguish between employees and independent contractors.
• Resources to help classify workers."

There are a handful of cities in CA where the minimum wage is going up 'NOW' as in July 1st 2022, they are:
City                              Current         NEW RATE 7/1/22
Pasadena                      $15.00              $16.11
Los Angeles County   $15.00              $15.96
City of Los Angeles     $15.00             $16.04
Emeryville                     $17.13               $17.68
San Francisco              $16.32               $16.99

If you have employees in these cities, perform a quick payroll audit to identify any employees who are at the current minimum wage, and be prepared to increase it effect ON or BEFORE July 1, 2022 - not AFTER.
Here is the link to the source article


For the rest of us in California - minimum wage is going up to $15.50/hour on 1/1/2023.
No feedback from the City of San Diego just yet - stay tuned on that rate!

California can be a tricky place to do business, but if you know the rules, it does get easier!

For example, the Cal OSHA COVID19 directive from 11/30/2020, Title 8, has a lot of information in there, but something that MIGHT get lost in translation was pointed out by a good friend, and Employment Law attorney.

Did you know this Scenario?

1. Employee #1 reports to their employer they have COVID19 (but did not get it from work)
2. Employer does a thorough investigation to determine who worked with Employee #1 from 2 days before to 10 days after the notification (used to be 14 days)
3. Employer needs to determine if there was 'exposure' as defined as 15 minutes of being in close proximity/within 6' distance in a 24 hour period.
4. If any employee (not Employee #1) is identified as "exposed" , and you send that employee home to self isolate and get tested for COVID (ie: means they are EXCLUDED from work), THAT employee must have their pay and benefits continue EVEN if they are at home and not working.

Best business practices:

• Have a separate binder for ALL THINGS COVID19
• Learn what CalOSHA says: https://www.dir.ca.gov/title8/3205.html
• Protect employee's identities and health information
• Document, document, document
• Follow the guidance of the COUNTY that you live in 
• Continue to screen & train your staff on COVID19 regularly - don't let it become a taboo topic!

​Most of all, please stay safe!

Your ONE task to do NOW, before 1/1/21 is to ensure your minimum age employees are paid correctly for 2021!

• Do a Payroll Audit
• Identify those who need they pay to go UP
• Put those changes in writing - document, document, document!
• Notify your hourly employee in writing with an updated Wage Notice to Employee see this link www.dir.ca.gov/dlse/lc_2810.5_notice.pdf
• Notify your Payroll Provider, make sure they provide PROOF they did the increase
• File in the employee's personnel file
• Breathe!

Rates for CA businesses are here:
 www.dir.ca.gov/dlse/FAQ_MinimumWage.htm

Rates for San Diego based businesses are here: ​
www.sandiego.gov/treasurer/minimum-wage-program

If you need any guidance on this, or resources - let us know! 

[email protected]
​858 336 7347

While adjusting to my own 'remote work life', there have been a few opportunities to share HR knowledge!

Thank you to Cairn Leadership, Knight Campbell & Abigail Jones, for their invitation to address the UCSD Rady StartR Veteran Program.  While HR is one of the broadest topics to discuss with new business owners, we honed it down to employee vs independent contractors (AB5 chat) and writing job descriptions. 

And, tomorrow, Friday April 24th, a video I prepared for The Pulse San Diego and my super biz gal buddy, Cindy Matalucci!  Can't spoil it for you, so you'll have to tune in!

http://www.thepulsesd.com/live/

On May 5th, I'll be presenting more HR to The Rosie Network along the Parlatore Law Group - and, we'll be discussing the spectrum of Employment Law and business issues.

Goodness - this is a good time to be in HR - it's all about sharing good information and advocating for business & employees!
​

Like, literally EVERYWHERE!

It's been a huge leap over the past three weeks since my last share, with seemingly every conceivable business entity, non-profit, and every level of government participating.

If you are in an information fog, overload, disconnect, avalanche - just raise your hand and own it---because I'm right there with you!

For all of us today and everyday, patience, safety, health & compassion.

I didn't think it possible, but COVID-19 has done did it; it has kicked aside all of the AB5 angst.

What else than a pandemic's concerning presence for us to say, "Forget this, we just want to survive!"

I'll keep it simple, let's start here: https://covid19.ca.gov/

​Do:

•  Stay home
•  Wash hands with soap and water for at least 20 seconds
•  Cover your cough or sneeze with a tissue
•  Clean and disinfect frequently touched objects and surfaces
•  If soap and water aren’t available, use alcohol-based hand sanitizer

Don’t:

•  Shake hands
•  Touch your face
•  Go to the doctor if you aren’t sick
•  Stockpile masks or gloves

Next post will be for employers on what you need to know and do for your employees.

Stay safe - follow the rules - we'll get through this together!
Peace,
​Sara