California Labor Law Review
Every day many California employers are looking to CES Today for guidance and help when it comes to California Labor Laws and Cal-OSHA Standards. The laws have changed so much in the last couple of years that employers really don’t know how to comply with the Cal-OSHA Requirements. Add to that the need for employers to comply with all of the Employment Laws is not easy when you consider how much California Labor Law is changing.
Labor Laws That Employers Have Questions On
- Sexual Harassment
- Employee Compensation Laws
- California Paid Sick Leave
- Overtime Labor Laws
- What is the Cal-OSHA 300 Log and when do they have to be posted?
- Can you help me fill out the Cal-OSHA 300 Log?
- Do I have to have a Heat Illness Prevention Plan?
- What is an Emergency Action Plan?
While this brief review of California Labor Laws will not be a complete review, it will give you an overview of what employment laws are giving employers difficulties. CES Today spends every day helping our membership stay current with all the California Labor changes. Our membership gives employers the tools that they need to get and then stay in compliance with all of the Cal-OSAH and Human Resource issues that employers must deal with on a daily basis.
Human Resources 101
- Any time an employee works over eight hours in a day or forty hours in a week make sure that you pay the employee his or her overtime.
- Make sure that you have all of the current state and federal postings. Remember this is a valuable communication tool for your employees, and it is a legal requirement as well.
- Make sure that your companies employee handbook policies are current and that it is clearly written.
- Make sure that all employee are clear that the workplace is to be a safe and comfortable place for employees to be, take the time to explain that your company has a zero tolerance when it comes to sexual harassment, a hostile workplace, which would include bullying the workplace.
- Conduct Safety Training on a regular basis.
- Make sure that you have all of your employees fill out their time card and that they are taking all of the required meal and rest period breaks.
- When terminating an employee make sure that have the proper documentation, and that you give them their check in a timely manner. When an employee terminates their relationship with you, you have seventy-two hours to get them their check. If you are termination the relationship you must have the employees check ready for him/her by the end of the business day.
- Make sure that you post your Cal-OSHA 300 log from February to April. You should also keep on hand the last three years of those Cal-OSHA 300 logs.
- When there is a separation of employment make sure that you follow all of the Cobra Rules, by providing your employee with a change of status letter, explaining how they can continue their medical coverage with Cobra.
- Every employer should make sure that their drug testing policy is not only current but that it meets the standard of the laws. If you are doing random drug testing make sure that you provide your employees that will be tested with the proper notice before you do the first random drug test. Last but not least make sure that you include in your employee handbook all of the necessary chain of custody information.
- Make sure that you are providing your employees the California paid Sick Leave Law being aware that some cities here in California have different requirements than the state as a whole.
- It is always wise to have an open door policy, this helps employees to feel like they are a part of a team and that their voice not only matters but that their voice is important to management.
- Make sure to establish your At-Will Status correctly, and that you use the At-Will Status correctly. At-Will employment means that either the employee or the employer can terminate the relationship with or without not or cause.
- If you have employees that work in ninety-degree heat make sure that you have a well written and accurate Heat Illness Prevention Plan. It is also very important that you are complying with your own plan. Failure to comply with your companies established Safety Plan could cause the company to be hit with a willful violation from Cal-OSHA.
- Make sure that your employees pay stub has all the information that is required by law.
- Make sure that you have posted the state and federal posting in a place that can be seen by all employees, and that all of the information has been filled out correctly. Information when the companies paydays are, and the emergency contact information, along with the proper and current workers compensation information. Failure to fill out this information could leave you open for a very big fine. All of these issues are addressed by our basic membership program. We are always there for our members to make sure that all of our member’s policies are both current and that the employer understands what is in each policy and why it is there. We are finding that employers are very thankful that someone is taking the time to not only provide all the policies that they need but that we are there to help them understand why each policy is written the way that it is.
Top Employment Law and OSHA Requirements that employers that employers are concerned with
- 2017 California Labor Law Compliance Checklist
- Overtime Pay
- Questions that Employers are asking concerning both Labor Laws and Cal-OSHA Compliance
- What to do when you hire a new employee
- How does the new Marijuana law affect our companies drug policy
- The how and the why of doing Safety Training Topics
How does a membership with CES Today Help California Employers comply?
One of the things that we do to help both employers and employees understand all of the laws of the state is by giving employer’s everything they need to comply with OSHA and California Employment Law.
With our basic membership, we provide every member with a Customized Employee Handbook. The employee handbook helps employees to understand how their employer will comply with all of the state laws, and the employee handbook also helps the employee understand what is expected of them as employees. The employee handbook also spells out what the employee can expect from the company. The employee handbook is a very important tool, in fact, many labor law attorneys will tell you that the employee handbook is the employer’s first line of defense in the event of an employee lawsuit.
We also provide our members with a customized Safety Program, this helps both the employer and the employee to understand what Cal-OSHA expects from the employer and then the Safety Program lets the employee know what the company’s safety standards are so that the employee can comply with the company’s standards.
California Labor Law Experts You Can Count On
Our monthly newsletter helps keeps employer’s current with the latest best practices for the Human Resource Department. In addition to the newsletter, we also send out a Safety Training Topic which is of benefit to both the employee and the employer. The Safety Training provided helps the employee to understand and adhere to the company’s Safety Standards. At the same time, the Safety Training Topic helps the employer to comply.
In addition to all of the above we have an employers hotline, so that employers are able to get answers to their question as soon as possible. We also have a network of Attorneys that we make available to our members should they need anything more that sound advice and direction.
When it comes to Human Resources, Cal-OSHA, and California Labor Law we are the experts. The greatest benefit of our services is that we make compliance easy. We are on your side and want to make that when you need your rights as an employer that they are there. Give us a call today to find out more. Our motto at California Employers Services is the only dumb question is the one that does not get asked. We love questions.