Bottom Line Human Resources Issues Spring 2019
  Whoa – We didn’t see this one coming! 
Changes in Call-In Reporting Time Pay

By Laurie Nooren, PHR, PHRca, SHRM-CP
California employers and employees are likely familiar with the reporting time pay requirements included in most of our Industrial Wage Orders. Hang on, because this type of pay is changing, and it may impact your business now or in the future. This starts with retailers and could easily ripple to other industries.   A little background first….
State Run Retirement Plans
By Kate Kriner

 As your efforts to retain good employees in the current labor market become more challenging, you might have considered offering a Retirement Saving Plan to your employees and for one reason or another decided against it. Well, the State of California beat you to the punch and will require such plans for employers beginning July 1, 2019.  

In 2016, CA enacted the CalSavers Retirement Savings Program with the passing of SB 1234, which you may have read about in our 2017 Employment Law Overview. This bill gave the Board (California Secure Choice Retirement Savings Investment Board) three years to design and implement a program for those employers that do not currently offer a retirement plan and have 5 or more employees. If you do not offer any sort of retirement plan (i.e., 401(k), SIMPLE IRA, etc.), now’s the time to read on….

EEO-1 Pay Data Requirement May Be Back
By Jennifer Lippi, J.D., SPHR, PHRca
Generally, each year employers with 100 of more employees, and federal contractors with 50 or more employees, are required to file the EEO-1 report, providing the Equal Employment Opportunity Commission (“EEOC”) with data on the number of employees, their distribution by legal entity and location, and their demographic characteristics.
The EEOC under the Obama Administration announced that starting in March of 2018, it would collect employee pay data on a revised EEO-1 report. A few months later, the EEOC under the Trump Administration announced an indefinite stay of the additional pay data reporting requirements. However, as the result of a new court decision,the EEOC could begin requiring pay data on future EEO-1 forms, although much uncertainty still remains.
Everyone Reading This Needs This Training – Seriously!

Who would have guessed a year ago that CA employers would be required to train every employee and manager in their firms this year on avoiding sexual harassment claims and other related topics?  As you may have heard by now, every CA employer with 5 or more employees and/or contractors must conduct sexual harassment prevention training in 2019 and every two years thereafter. New hires and newly promoted supervisors/managers must be trained within six months of assignment. We have classes and webinars available for all levels of employees and management.

Here are the essentials:
  • Supervisor/manager training (minimum 2 hours): All supervisors and managers must attend sexual harassment prevention training in 2019 under the new state law, SB 1343 . The Department of Fair Employment and Housing is holding fast to this requirement even if these leaders received training in 2018. 

  • You may have new supervisors/managers who need to be trained within 6 months of their assignment. We have classes and webinars available for them.

  • Non-management/employee training (minimum 1 hour): This required training is new for CA employees. There are several options to ensure your team is trained.

Respect in the Workplace Training Options for Managers and Employees:

 Silvers HR, LLC
   This ezine is intended as a communication and thought provoking tool for our clients and friends.
It is not legal advice.  

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