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Governor Newsom signed AB 257 the FAST Recovery Act and I cannot get behind this bill. I believe in a fair wage for everyone, but when I have undergrads and graduate students who do not earn $22 an hour I cannot support fast food workers earning $22 and place the burden on franchise owners to carry that burden. How is putting all of these small business owners out of business going to help these workers and the economy? The other day I drove through McDonald's to get a drink and an order of fries for my daughter. The cost of a medium order of fries was $4.95. Really, are you kidding me? With this bill what is that order of fries going to be? Wages will dictate the price of the product. The consumer will stop going to fast food - eventually. Yes, I canceled the order and drove through with nothing for my daughter. This has to stop somewhere. We are pricing ourselves out of any standard of living.

HROD Consultants updated their phone number.

HROD Consultants updated their address.

Changes May Be Coming: Should companies be concerned about the proposed Protecting the Right to Organize Act (PRO Act)? Perhaps YES. There are numerous changes in the PRO Act that should concern employers. The most important being management flexibility and codifying pro-union provisions that would be a clear disadvantage to companies.
If enacted this Act will be one of the most significant changes in labor legislation since the beginning of the NLRA. Some of the provisions in the PRO Act of concern:
• Ban employers from permanently replacing strikers
• Authorizes secondary boycotts
• Requires interest arbitration
• Prohibits mandatory arbitration agreements in CBAs
Under the Biden Administration, employers can expect more changes as Biden has made it perfectly clear that he is pro union. The firing of General Counsel Robb on Biden’s first day may be a clear indicator on what may be on the horizon: The shift toward organized labor.

California’s Pay Data Reporting is due March 31, 2021 for California based employers with 100 employees or any employer with one (1) California employee. The DFEH’s template and users guide was released on February 1, 2021. There is also a user guide available on their website. Don’t wait until the last minute to put this report together. The reporting portal will be available February 16, 2021. We all have a lot on our plates, so don’t let this slip by. https://www.dfeh.ca.gov/paydatareporting/

It is that time of year again. Governor Newsom has signed new employment legislation that becomes effective on January 1, 2021. Make sure your company is prepared for these changes. Employee handbooks require updating and in some instances training must occur prior to the effective date. Has your handbook and safety programs been updated to include COVID-19 protocols? Contact us for a free 15 minute phone consultation.

There is so much going on in the world of HR, and COVID-19 is on the top of everyone's mind. However, don't forget to take the time to celebrate the accomplishments of your remote workforce. These employees are taking on the fulltime roles of nurse, teacher, counselors, and grandparents, all from their home. They use to get a break from it all when they were driving to and from work ... a little me time. Not anymore, now they are on call 100% of the time taking mommy and me or daddy and me, literally. I realize everyone is saying "We are all in this together," but are we really? Everyone has different responsibilities when it comes to family needs, and financial requirements and some have not seen family members for weeks or even months. We are experiencing different levels of needs and wants, so when you talk to your employees or peers speak with compassion and understanding don't react with the typical "I know how you feel" since we all feel differently about COVID-19, but the bottom line is the majority of remote workers are doing remarkably great work and deserve recognition.

2018 – Rings in New Labor Regulations

As 2017 comes to a close many Human Resource departments should start preparing for the 2018 New Year. Now is the perfect time to audit personnel files and complete all of the changes for Employee Handbooks.

Employers will see many new regulations take effect on January 1st, and it is important to ensure all of these updates are reflected in the Employee Handbook. It is also highly suggested that employers ensure they update existing Arbitration Clauses, Social Media Policies, Hostile Work Environment, and Whistleblower policies.

California has four (4) major regulations taking effect on January 1, 2018. A.B.168 bans salary history inquiries of candidates. Employers must provide an applicant with the pay scale for the position for which they have applied. S.B.63 requires companies with twenty (20) or more employees with 12 weeks of unpaid, job-protected parental bonding leave. A.B.1008 (Ban-the-Box) prohibits employers from inquiring about a candidate’s previous criminal convictions until after a condition offer of employment. S.B. 396 requires manager bi-annual training include gender identity, gender expression and s*xual orientation.

The best thing a company can do is to review their handbook on an annual basis and update any changes to reflect current regulations. In California, this means on a semiannual basis, January and July.

If you would like any more information, please visit www.hrodconsultants.com and we will be more than happy to assist you and your company with your human resources needs.

Join IE SHRM and AALRR at our annual legislative update. Gain knowledge on California's employment regulations from top employment attorneys. These regulations effect in January 2018. Attendees also earn 4 re-certification credits. Reserve your spot today!

EEO-1 Compensation Data Collection Halted

SHRM shared the following information and I want to pass it on to employers who fall within the following category.

Good news from the Equal Employment Opportunity Commission (EEOC) Acting Chair Victoria Lipnic. On August 29, Lipnic issued a statement indicating that the Office of Information and Regulatory Affairs (OIRA) plans to stay the effective date of the pay data collection provisions of the revised EEO-1 form in order to review the appropriateness of the revisions under the Paperwork Reduction Act. The new reporting would have been effective March 31, 2018, which would have required employers with 100 or more employees to report W-2 wage information and total hours worked for all employees by race, ethnicity and s*x within 12 proposed pay bands. Because of OIRA's decision to stay the effective date, employers will not need to report on wages or hours worked when they submit their usual EEO-1 forms.

If you have any questions regarding compliance contact www.hrodconsultants.com

Is DACA going to Affect Your Organization?

If you are wondering what is going to happen to the work permits of Dreamers you are not alone. Those who are DACA beneficiaries will not be affected until after March 5, 2018. They have 6 months from the time the announcement was made.

President Trump stated that he is looking for a resolution for DACA from the Democrats and Republicans that will follow a lawful process. Therefore, at this time applications filed after September 5, 2017 will not be processed. Additionally, DACA permits that expire between now and March 5, 2018 have until October 5, 2017 to apply for renewal.

Recruiting in Today’s Competitive Market

Just a few years ago recruiting qualified candidates was quite different from the recruitment efforts and results we have all experienced over the last year. No longer is the employer in the driver’s seat and candidates realize that there has been a shift to his or her favor.

Therefore, how do companies maximize their recruitment efforts and reduce time to fill and cost to fill? Quite simply, Companies, Recruiters and Human Resource Professionals need to change their processes.

There are simple ways to improve the interviewing experience for candidates and a great way to improve your company reputation. Candidates are experts and posting their experience about the interview process on sites such as Glassdoor, and a positive post can improve your company image and your ability to recruit.

Demonstrate your respect for the candidate by reducing the time between qualifying the candidate(s) and scheduling the interview(s). If your process requires multiple interviews, schedule them all in the same day. Reduce the time candidates have to take time off work by scheduling interviews before and after regular business hours. Consider Skype interviews to reduce travel time for the candidates. Your candidate will appreciate your efforts and he/she will compare these efforts with other company’s interviewing processes. Highly qualified candidates do not remain on the market long and you can lose that candidate to a competitor if you procrastinate.

Lastly, communicate with your candidate(s). Keep them in the loop on the process even after they have accepted the position and signed the offer letter. Until the candidate arrives for his or her first day of employment, there remains the possibility of losing them.

For more information smart recruiting contact us at: www.hrodconsutants.con

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Recruiting in Today’s Competitive Market
Just a few years ago recruiting qualified candidates was quite different from the recruitment efforts and results we have all experienced over the last year. No longer is the employer in the driver’s seat and candidates realize that there has been a shift to his or her favor.
Therefore, how do companies maximize their recruitment efforts and reduce time to fill and cost to fill? Quite simply, Companies, Recruiters and Human Resource Professionals need to change their processes. There are simple ways to improve the interviewing experience for candidates and a great way to improve your company reputation. Candidates are experts and posting their experience about the interview process on sites such as Glassdoor, and a positive post can improve your company image and your ability to recruit.
Demonstrate your respect for the candidate by reducing the time between qualifying the candidate(s) and scheduling the interview(s). If your process requires multiple interviews, schedule them all in the same day. Reduce the time candidates have to take time off work by scheduling interviews before and after regular business hours. Consider Skype interviews to reduce travel time for the candidates. Your candidate will appreciate your efforts and he/she will compare these efforts with other company’s interviewing processes. Highly qualified candidates do not remain on the market long and you can lose that candidate to a competitor if you procrastinate.
Lastly, communicate with your candidate(s). Keep them in the loop on the process even after they have accepted the position and signed the offer letter. Until the candidate arrives for his or her first day of employment, there remains the possibility of losing them.

www.hrodconsultants.com

Home - HROD Consultants

Lions and Tigers and Bears—Oh MY!
Running a business in California today is not as it used to be. There are hidden threats as well as the threats that are right in front of us. Lions, tigers and bears do not necessarily coexist in the same geographic area in the world today. However, they can coexist in a nurturing environment such as zoos and wild animal parks.
The same is true with all of the regulatory agencies when it comes to labor compliance. There is the Department of Industrial Relations (DIR), Equal Employment Opportunity Commission (EEOC); National Labor Relations Board (NLRB); Occupational Safety and Health Administration (OSHA); California Occupational Safety and Health Administration (CalOSHA); Department of Labor (DOL); Division of Labor Standards Enforcement (DLSE); Agricultural Labor Relations Board (ALRB); Employment Development Department (EDD); and the Department of Fair Employment & Housing (DFEH) to mention some of the major regulatory agencies. If you own a local business but have employees in other cities then municipal labor regulations also have to be followed.
Federal, state and municipal agencies dictate regulations such as how you pay employees, how and when rest periods and lunches are taken, sick pay, pay taxes, FMLA, PDL, travel pay, hiring and terminations, and employee rights. All the regulatory agencies can get along. Businesses just need to know how they intertwine and which agency has the authority to enforce regulations and enforce penalties. If you stay informed, you can ensure all the agencies play nice in their sandboxes and do not bring bad play and games into your backyard.
So, how can a business owner adhere to all of the regulations, especially when they appear to be in opposition of each other? The answer to that is, “Well that depends.” Not all regulations and laws pertain to every business. For instance, if you are a small business you do not have to adhere to the Warn Act. However, if you own a construction company and have employees who work in San Diego, then you may have another headache to deal with—San Diego’s minimum wage and sick pay regulations, which is stricter than the state’s mandated sick pay and minimum wage.
How do businesses navigate the complicated laws and regulations when it comes to labor and employee laws when they are constantly changing? Well that depends. It depends upon your company, its structure and the number of employees. If your business has, a human resources department ensure the staff is constantly updating their knowledge on state, municipal and federal regulations. Audit your files, take a proactive approach, hire a labor attorney, or hire a consultant who is willing to delve in and work for your business’ best interests.

HROD Consultants updated their website address.