Deborah Moroz, JD, SPHR, SHRM-SCP

🔍 Navigating HR Challenges in California 🔍 As business owners, understanding HR laws in California is crucial for protecting our companies. I recently shared insights on the top five HR issues that can put businesses at risk, from employee misclassification to wage violations. I invite you to read the blog post on South Bay HR's page to equip yourself with knowledge that can help safeguard your organization and foster a positive workplace culture. Let’s stay informed and proactive together! #HR #California #BusinessCompliance #WorkplaceCulture

2

3 Comments

There’s a new federal law that's reshaping how we approach pregnancy rights in the workplace - the Pregnant Workers Fairness Act (PWFA).  And yes, these changes can catch even California employers off guard. In this episode I'll walk you through the key aspects of this law.  From the expansive definition of pregnancy-related conditions to the unique accommodation requirements – it’s all here. These changes will impact your day-to-day operations; but these insights will help you navigate your responsibilities. https://bit.ly/4fflIKf

2

Excited to share my latest video discussing California's new minimum wage requirements. Staying informed is key to compliance and fairness in your organization. What do these regulations mean for your business? Guardian HR has the expertise to guide you, ensuring you sidestep wage & hour lawsuits. Let's stay proactive and thrive with integrity. Visit https://lnkd.in/gD99NA7b and schedule your demo today! #HR #Compliance #MinimumWage #CaliforniaLaw #HRManagement #BusinessSupport

11

Every year employers are sued for mismanagement of leaves of absence, particularly in California. California law provides many protections for employees who require a leave of absence. Managing employee leaves of absence can be complex, especially in California where regulations are stringent (in particular CFRA and PDL). Here’s a streamlined guide to help you navigate the process effectively: 1. Establish a Compliant Leave Policy: Start by creating a clear policy that informs employees about the types of leaves available, who they should contact, and the overall process. This ensures everyone knows what to expect and how to proceed when the need arises. 2. Employee Requests (or there is suspicion an employee needs) Leave: When an employee informs you of their need for leave, even if it’s not a formal request, gather enough details to determine eligibility. 3. Determine Eligibility: Check the employee’s eligibility based on location, tenure, and reason for leave. Different leaves have different requirements, so it’s crucial to know which rules apply. 4. Notify the Employee of Their Rights: Once eligibility is determined, notify the employee of their rights and obligations, including any medical certifications needed. An employee must receive a CFRA notice within 5 days. Ensure the employee is aware of potential benefits, like Paid Family Leave (PFL) or State Disability Insurance (SDI). 5. Designate the Leave: After receiving any required documentation, formally designate the type of leave being provided. This step ensures clarity and compliance with the relevant laws. 6. Coordinate Wages and Benefits: If the employee is eligible for benefits like PFL or SDI, coordinate with payroll to ensure proper wage integration and benefits continuation. 7. Reinstate the Employee: Before the employee returns, ensure all necessary medical releases are obtained. Reinstating them promptly to their original position is essential for compliance. Navigating leave management can be tricky, but with these steps, you’ll be well on your way to ensuring both compliance and a supportive work environment. Need more guidance? Reach out to us at SweeterHR—we’re here to help! #hrconsulting #outsourcedhr #hrexperts #HR #Californiabusiness #california #humanresourcesmanagement

12

4 Comments

Discover how to avoid the 5 most common mistakes California employers make with their Sick/PTO policies. California regulations can be confusing, leading many employers to implement non-compliant policies. Since new regulations took effect in January 2024, it's estimated that only half of California's employers have a compliant Sick/PTO policy. This means there's a high chance that your policy may not be compliant, potentially putting you at risk of fines or lawsuits. Luckily, there are simple adjustments you can make to bring your policies back into compliance. Join our free Sick/PTO Compliance Tips webinar hosted by employment attorney Chris Olmsted. Click to learn more: https://lnkd.in/gT_fzY9T P.S. This program is approved for HRCI and SHRM credit SelectHCM Michael Valenzano EARL WERNER Melissa Lockhart Chris Olmsted CAHIP San Diego San Diego SHRM (Society for Human Resource Management) SHRM Northern California Central California SHRM HRCI San Diego Employers Association SDHR Forum

2

Crystal Clear HR Services: Your California HR Compliance Partner Crystal Clear HR & Business Services understands the importance of navigating complex HR regulations across California. We offer a comprehensive suite of HR solutions designed to empower companies throughout the state, ensuring compliance and peace of mind. Stay Compliant, Focus on Growth: Crystal Clear HR caters to businesses of all sizes, helping them navigate HR complexities and achieve compliance with state and federal regulations. Our services include: -HR Compliance: Crystal Clear HR stays up-to-date on California's ever-changing HR landscape, ensuring your policies and practices are compliant. -HR Consulting: Their experienced team can address any HR challenge, from employee relations to handbook development, keeping your business compliant. -Payroll Services: Eliminate payroll headaches with Crystal Clear HR's accurate and efficient services, guaranteeing your employees are paid on time and in accordance with all regulations. -Time & Attendance: Streamline timekeeping for your workforce while adhering to California's labor laws with Crystal Clear HR's user-friendly time and attendance solutions. -Benefits Administration: Offering a competitive benefits package can be a challenge. Crystal Clear HR can help businesses navigate the complexities of benefits administration, ensuring compliance with benefit-related regulations. -Crystal Clear HR & Business Services: Simplifying HR for California Businesses and Keeping You Compliant. Contact us at: (661) 748-0806 visit our website: https://lnkd.in/gtDFzkKx #california #CAHRCompliance #OfficeManagerLife #BusinessOwnerProblemsSolved #californiaentrepreneur#HRConsulting #payroll #TimeandAttendance #benefitstsAdministration #hrforsmallbusiness#californiabusiness

2

New year, new compliance rules for California businesses!  Starting January 1, 2025:    🔍 Anti-Discrimination Updates: Prohibits discrimination based on combinations of protected characteristics; removes "historically” from traits associated with race.  🔍 Job Posting Rules: Employers cannot require a driver's license in job ads unless driving is essential to the role.    ✅ Action Items: Adjust Equal Employment Opportunity policies and review job posting requirements to ensure compliance.  📍 Need assistance navigating these updates? Stay ahead with our expert HR consulting services and Employee Handbook updates.  

8

Changes to leave policies are here!   Starting January 1, 2025, California employers must adapt to updated paid sick leave and family leave laws:    👉 Paid Sick Leave: New reasons include jury duty, court appearances, and victim leave for employees or their family members.  👉 Paid Family Leave (PFL): Employers can no longer require employees to use up to two weeks of vacation before receiving PFL benefits.   ✅ Action Items: Update sick and family leave policies to reflect these changes and provide clarity to your workforce.    Is your handbook ready for 2025? Contact Platinum HR for help with Employee Handbook legal updates.📩

3

Ready to master HR practices tailored to California's unique labor laws? Our article explores the benefits of earning Train Me Today's HR Pro Credential. Gain specialized knowledge in wage and hour laws, anti-discrimination regulations, leave of absence policies, and more. Equip yourself with the skills needed to navigate California's complex HR landscape and excel in your career. Read the full article now to start your journey towards career advancement! https://lnkd.in/gb3QXG4s #trainmetoday #PHRca #SPHR #aPHR #PHR #California #HR #HumanResources #HRmanagement #HRdevelopment #HRleadership #HRstrategy #HRconsulting #HRservices #HRtraining #HRcertification #HRevents #HRcommunity #HRprofessionals

7

📅 𝐌𝐚𝐫𝐤 𝐘𝐨𝐮𝐫 𝐂𝐚𝐥𝐞𝐧𝐝𝐚𝐫𝐬! Starting January 1, 2025, California employers must comply with the updated whistleblower protection requirements under Assembly Bill 2299 (AB 2299). This new legislation enhances protections for employees who report concerns, setting stricter compliance standards for employers. 𝐊𝐞𝐲 𝐂𝐡𝐚𝐧𝐠𝐞𝐬 𝐘𝐨𝐮 𝐍𝐞𝐞𝐝 𝐭𝐨 𝐊𝐧𝐨𝐰 ✅𝐒𝐭𝐚𝐧𝐝𝐚𝐫𝐝𝐢𝐳𝐞𝐝 𝐍𝐨𝐭𝐢𝐜𝐞𝐬 Employers must display a standardized notice developed by the California Labor Commissioner. It will outline employee whistleblower rights, protections, and include a whistleblower hotline number. It must be posted prominently in the workplace in a minimum font size of 14 points. ✅𝐄𝐱𝐩𝐚𝐧𝐝𝐞𝐝 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐎𝐛𝐥𝐢𝐠𝐚𝐭𝐢𝐨𝐧𝐬 Employers are now required to train employees on their rights as whistleblowers, how to report concerns, and protections against retaliation. Training should be incorporated into onboarding and ongoing staff education programs. ✅𝐏𝐨𝐥𝐢𝐜𝐲 𝐔𝐩𝐝𝐚𝐭𝐞𝐬 Organizations must review and revise internal policies to align with the new law. Policies should reflect expanded protections and clear procedures for reporting issues safely and confidentially. ✅𝐄𝐧𝐡𝐚𝐧𝐜𝐞𝐝 𝐂𝐨𝐧𝐟𝐢𝐝𝐞𝐧𝐭𝐢𝐚𝐥𝐢𝐭𝐲 𝐌𝐞𝐚𝐬𝐮𝐫𝐞𝐬 Employers must take steps to ensure all whistleblower reports remain confidential, encouraging employees to report concerns without fear of retaliation. 𝐇𝐨𝐰 𝐖𝐞 𝐂𝐚𝐧 𝐇𝐞𝐥𝐩 At ViaVision Group, our 𝐚𝐧𝐨𝐧𝐲𝐦𝐨𝐮𝐬 𝐡𝐨𝐭𝐥𝐢𝐧𝐞 𝐬𝐞𝐫𝐯𝐢𝐜𝐞 is a key tool to help your organization comply with AB 2299. We provide a confidential, 24/7 reporting system that ensures employees can raise concerns without fear of retaliation. By offering a reliable reporting channel, we help you meet the new whistleblower protection standards, enhance your workplace transparency, and protect your organization from potential legal risks. Our hotline service supports compliance by: ✅ Offering a confidential, anonymous reporting system that aligns with AB 2299's confidentiality requirements. ✅ Ensuring that employees can report concerns safely and without fear of retaliation. ✅ Providing easy access to compliance resources and guidance, helping you manage the changes smoothly. 𝐍𝐞𝐞𝐝 𝐡𝐞𝐥𝐩 𝐧𝐚𝐯𝐢𝐠𝐚𝐭𝐢𝐧𝐠 𝐭𝐡𝐞𝐬𝐞 𝐜𝐡𝐚𝐧𝐠𝐞𝐬? Visit https://lnkd.in/gSRcbkPj to get started and learn how our service can help you maintain compliance and foster a culture of trust. 👉 ViaVision Group #Compliance #AB2299 #WorkplaceEthics #ViaVisionGroup #AnonymousHotline

5

Is your employer paying you what you are due? Thousands of wage complaints are filed every year. Failure pay employees properly at Providence, a Washington healthcare provider, resulted in a $7.2 million settlement in addition to defense legal fees. The King County Superior Court ruled that the nonprofit health system neglected to ensure a second meal break for employees working shifts exceeding 10 hours. Additionally, the class-action lawsuit against Providence brought by hospital workers, determined that timecard records indicated Providence's payroll policy had a detrimental impact on employee compensation by rounding to the nearest 15 minutes for decades. Many eligible workers never received their entitled second meal breaks. Providence's payroll rounding policy did not comply with state labor regulations that mandate full compensation for employee work time. Timecard records and policies revealed that 99.4% of eligible shift workers did not take their second meal breaks. Don't assume. Check to see if you are paid correctly. To follow Barb J. Wyskowski, J.D, please click: https://lnkd.in/e2QSgKRK #7secondresume #GetAhead #TheMuse #GetHired #jobinterview #resume #careergrowth #HRDIVE #professionaldevelopment #backgroundcheck #backgroundscreening #salary #resumewriters #wage #wageandhour #resumehelp #opportunity #career #job #resume #jobseekers #jobsearch #employment #references

1

San Deigo HR Pros - Staying ahead of the curve is key! 🚀 Join us for an essential webinar where we’ll break down the latest California legal changes you need to know. Don't get caught off guard—stay informed, stay compliant! ⚖️ #LegalUpdates #lucnhandlearn #StayAhead #HRdevelopment #HRcompliance #wageandhourcompliance #remoteworkguidelines

6

With regulations continually evolving, especially in California and other states known for strict labor laws, staying compliant can feel like moving through a maze. If keeping up with HR changes feels overwhelming or you're confused about how new laws apply to your business, it's time to engage an HR expert. But how do you know when you've hit that point? Here are some of the signals it's time to call in the experts: • Classification: do you have workers classified as independent contractors? This can have substantial legal and financial repercussions. Stay proactive and ask an expert! • Cultural Impact: are HR decisions inadvertently eroding trust, undermining morale, or leading to disengagement on your team? Be proactive and reassess your approach with the help of HR professionals. • Administrative Overload: if errors are becoming more frequent, it's a clear indicator that professional assistance is needed. With a proactive and culture-first approach, you can streamline HR processes, making them more efficient and aligned with your organizational goals. Book a call https://bit.ly/3Y0mqEb see if we can lighten the HR load! #CultureFirst #ContinuousImprovement #Empowerment

5

1 Comment

Are HR tasks taking time away from growing your business? California’s complex HR regulations can make handling human resources daunting. A PEO (professional employer organization) acts as a co-employer, helping you navigate regulations, manage payroll, and offer access to employee benefits, giving you expert HR support and reducing risk. Visit the link to discover how a PEO can help your business thrive: https://lnkd.in/gMSKncUT. #HRThatMakesADifference #EmploymentLaw #SmallBusiness #HumanResources

1

Are HR tasks taking time away from growing your business? California’s complex HR regulations can make handling human resources daunting. A PEO (professional employer organization) acts as a co-employer, helping you navigate regulations, manage payroll, and offer access to employee benefits, giving you expert HR support and reducing risk. Visit the link to discover how a PEO can help your business thrive: https://lnkd.in/g8kbQAps. #HRThatMakesADifference #EmploymentLaw #SmallBusiness #HumanResources

2