February 2019
Stay Current Newsletter
Please Pardon Our Dust and Office Closure
Please pardon our dust as our office space will be getting an update! We will be closing early to accommodate the general contractor as follows:

Friday, February 15 Closing at noon
Friday, February 22 Closing at noon

We will also be closed for the Presidents’ Day Holiday Monday, February 18. Our team will respond promptly when business hours resume.
IRS Deadline Fast Approaching
The IRS deadlines for filing and furnishing Forms 1094 and 1095 are fast approaching.
As a reminder:
  1. Employers with 50 or more full-time employees (including full-time equivalent employees) generally must furnish a Form 1095-C to all full-time employees no later than March 4, 2019.
  2. Self-insured employers with fewer than 50 or more full-time employees (including full-time equivalent employees) generally must furnish a Form 1095-B to all responsible individuals—typically the primary insured, an employee or former employee, or other related person named on the application for insurance—no later than March 4, 2019
  3. All Forms 1094 and 1095 must be filed with the IRS no later than February 28, 2019 (or April 1, 2019, if filing electronically).

Article republished with permission from HR360.
Register Now: Harassment Prevention Training
Governor Brown passed SB 1343 which expands the requirements for harassment prevention training for California employers. Employers with five or more employees are required to provide training to all employees by January 1, 2020. Our next in person session for supervisors and managers is now open for registration. Click here to register.

Interested in customized training options at your company location? Contact us for a quote.
HR Corner: Introductory Period vs. Probationary Period of Employment in California
Upon hire, many employers have a defined period of time where the employee is able to learn how to perform the job on a regular basis. The terms “introductory period” or “probationary period” may be used. What’s the difference between these terms, and how should a California employer classify this period? 

As an at-will state, an employee or the employer may end the employment relationship at any time. A probationary period may unintentionally imply that there is a promise of continued employment upon satisfactory completion of this period. This could lead to potential claims of wrongful termination if an employee feels an agreement was broken.

Instead of a probationary period, an employer can implement an introductory period. This is a period of time where the employer can determine if the employee can perform the job duties satisfactorily as well as if the employee is a cultural fit for the company. Your company policy should include verbiage stating that a successful completion of an introductory period does not supersede the at-will employment status. Interested in implementing an introductory period, but want to be compliant? Contact your HR consulting team for guidance.
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