Emplicity

11/28/2023

Help our friends @ United Way California Capital Region reach their 100th Anniversary Goal! -> https://www.yourlocalunitedway.org/get-involved/donate/

10/17/2023

We recently teamed up with Heart Africa (AfricaHEART.com) to deliver medical help and food to families in Eastern Kenya.

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03/23/2022

Governor Newsom has amended the Cal/OSHA Emergency Temporary Standards (ETS), eliminating masking rules relating to unvaccinated employees.

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03/15/2022

On January 15th new penalties went into effect. (Spoiler Alert: They Increased) Get the details here ->

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12/13/2021

At the end of the 2020-2021 legislative session, California Governor Gavin Newsom signed a number of new bills into law.

Many of those bills revisited issues such as workplace safety, leaves of absence and harassment protections, and some bring new legal ramifications to employers that can include felony prosecution. Follow the link below for a summary of the employment-related legislation going into effect in California beginning January 1, 2022.

https://emplicity.com/new-california-employment-laws-for-2022/

11/17/2021

A new law signed by Governor Gavin Newsom goes into effect on January 1st, 2022 and raises the stakes for California employers when it comes to wage and hour compliance. AB 1003 classifies the intentional theft of more than $950 in wages/gratuities from a single employee (or $2,350 from multiple employees) in any consecutive 12-month period punishable as grand theft.

Although any type of theft over $950 is classified as grand theft in the state, investigating wage theft complaints is typically done by the state Labor Commissioner’s Office, which pursues civil penalties against employers rather than criminal penalties. Under AB 1003, Employers who knowingly commit wage theft under this new law could be charged with a felony and serve up to three years in jail if found guilty.

Read More: https://emplicity.com/criminal-wage-hour-violations/

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08/16/2021

Considering Out-of-state employees is a great way to expand the available talent pool and can even help bring representation of your business into new areas.

However, for each new state you hire from, there are different laws and regulations that need to be followed. When you hire an out-of-state employee, you must be sure to comply with that state’s specific requirements governing the hiring process, payroll, taxes, human resources, workers’ compensation, and so much more. Click the link below for a detailed guide on what employers need to know about out-of-state hiring.

https://emplicity.com/out-of-state-hiring/

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07/01/2021

Most employers understand that mental health conditions can negatively impact workplace culture and even drive-up operational costs. Anxiety disorders are the most commonly experienced disorders, followed by mood disorders, substance abuse disorders and eating disorders.

More often than not, employees who struggle with mental illness or mental health disorders are doing so silently, but these struggles are more common than they appear.

A national poll conducted on behalf of the American Heart Association found that roughly three in four employees (76%) have struggled with at least one issue that affected their mental health,

06/21/2021

On June 17th, the Cal/OSHA Standards Board voted to approve the revised Covid-19 Emergency Temporary Standards. Minutes after approval, California Governor Gavin Newsom issued Executive Order No. N-09-21, bypassing the usual 10-day approval process by the Office of Administrative Law for emergency regulations and instead making the new ETS effective immediately.

Here are some of the key provisions that employers need to know about:

https://emplicity.com/new-cal-osha-covid-19-standards-in-effect/

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06/17/2021

Many California workers saw a rise in pay on January 1st, 2021, when the state increased the minimum wage to $14 per hour for large employers (26 employees or more) and $13 per hour for small employers (25 employees or fewer) as the state continues to advance toward its goal of $15 per hour for employers of all sizes.

In some counties and municipalities where the minimum wage for large employers is already at or above the state’s goal of $15 an hour, small employers were given an extra year to catch up. As of July 1, 2021, many of those small employers will need to increase their wages to the same level as large employers.

Click the link to see if your local minimum wage is going up...

https://emplicity.com/local-and-municipal-minimum-wage-increases-july-2021/

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05/04/2021

On April 16, 2021, Governor Gavin Newsom signed Senate Bill 93, also known as the “Right to Recall” law. This new law, effective immediately upon signing, mandates certain employers to recall former workers that were laid off for COVID-related reasons when positions become available.

The new law does not apply to all California employers, however. S.B. 93 lists the specific categories as: hotels, private clubs, event centers, airport hospitality operations, and airport service providers, as well as janitorial, building maintenance, or security services to office, retail, or other commercial buildings.

What Are the Requirements of S.B. 93?

Read more here: https://emplicity.com/senate-bill-93-californias-new-right-to-recall-law/

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04/05/2021

On March 19th, 2021, Governor Newsom signed Senate Bill 95, a new measure that extends and expands the requirement for employers to provide supplemental paid sick leave to employees impacted by COVID-19.

The previous food sector worker Executive Order and the subsequent statewide legislation (AB 1867), that expired on December 31, 2020, applied to hiring entities that have 500 or more employees nationwide. This new requirement applies to ALL public and private employers with 26 or more employees.

The provisions included in this new law are outlined here: https://lnkd.in/duwJ3d6