Happy New Year!
We’re all excited to start 2019. Under this new administration, there has been a flurry of activities surrounding employment law. It’s enough to make any employer dizzy, but don’t worry. We have you covered. With a few dozen new employment laws signed into effect as of January 1, 2019, we want to make sure you’re compliant, above reproach, and taking advantage of industry best practices that work specifically for your organization.
To start 2019, we would like to gift you with a FREE HR Assessment by one of our HR professionals. This assessment is a diagnostics on the health of your HR systems and procedures. We typically charge $995 for this assessment, but we really want you to start 2019 with a strong HR backbone.
In the meantime, here are just a few of the highlights from the new 2019 employment laws.
Minimum Wage goes up again. Depending on where you are and where your employees do most of their work, this wage will be vastly different. This will also impact your salary thresholds for overtime calculations and budgeting.
De minimis laws surrounding how employers must track menial tasks throughout the day is leaning against the employers.
There are new court decisions impacting rounding laws for timekeeping.
New laws will be taking effect on July 1, 2018 regarding national origin laws of employees as well as applicants.
There have been changes and confirmations made with regard to English-Only policies in the workplace, including even the individual’s accent or English proficiency.
Requesting a driver’s license may be evidence of a violation of FEHA if not done so properly.
Settlement agreements related to sexual assault, sexual harassment, sexual discrimination, or retaliation for reporting the former have been totally changed in favor of the employee.
Non-disparagement agreements and other traditionally accepted clauses in employment agreements must be completely re-written in 2019.
Employers may be liable for unlawful harassment by non-employees in 2019.
Sexual Harassment training is required for any employers with 5 or more employees, 2 hours of training to supervisory employees AND at least one hour of training to non-supervisory employees by the end of this year and every 2 years thereafter.
The statute of limitations for filing a civil action for damages for sexual assault is now changed dramatically in favor of the employee.
There are new lactation accommodation laws for your facility.
New regulations are enacted for employee’s access to payroll records.
We know this seems like a lot to digest, but it’s only a portion of the changes for this year. There are many laws that have been enacted over the last 2 years alone, so let us help you with your policies, systems, and procedures.
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