New Year, New Laws
Resolutions for Employers in 2018
Employers are reminded that as we turn over a fresh leaf for the new year, numerous new laws have become effective in California. Notably, the minimum wage has increased ($11.00 per hour); the Ban the Box prohibition has become effective (affecting employment apps and other hiring practices); the prohibition against asking salary histories is now in full force (again affecting employment apps and hiring practices); and California’s Family Rights Act has been expanded for the purposes of baby bonding (applies to Employers with 20 or more employees within a 75 mile radius). Last but not least, restrictions on the Employer’s voluntary cooperation with Immigration Control Enforcement (ICE) has also begun.
Don’t Forget the Basics
Employers facing the new year should review their hiring practices including having employment applications revised and rewritten as necessary. Employee handbooks must also be updated at least annually as the laws change and various technical changes in handbooks must be updated in order to keep them compliant with the law and to provide the greatest protection to employers.
Employers with 50 or more employees are also required by law to provide harassment training to supervisors every two (2) years. The training must be interactive, and address sexual harassment, abusive conduct and transgender issues.
Training is offered to Power Inn Alliance members through the law offices of Cohen-Durrett. Click here for February’s seminar information. In addition, one of the many member benefits of the Power Inn Alliance is a free 1-hour consultation visit from an attorney with the firm of Cohen-Durrett to review employment and labor matters ensure compliance. Consultation visits can be arranged by phone directly by emailing David Cohen at firstname.lastname@example.org.
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