New Year, New Company Policies

business partnersAs companies grow and evolve over time, it soon becomes clear that they will outgrow their employee and operations policies–that is, if they even had any in the first place!  The best time for a CEO, COO, CFO, and Human Resources Department is to reassess these policies is at the end of the year, and to roll out new policies at the start of a new year.  Every January, there are changes that will take place anyway (such as updated IRS mileage reimbursement rates and local minimum wage rates), so it’s a good time to include policy updates when you provide this information to employees all at once.  There are numerous policies you can begin revising now to issue to your staff in January. Read further to begin your end of year action plan:

1. Employee Handbook

EmployeeHandbook_Pop_6467.jpgThe first item that should be addressed is the company Employee Handbook. If your company does not have one, or has not updated an existing one in more than a year, it’s time to speak with an attorney about creating or updating your Handbook.  In fact, for companies that have more than 5 employees, a Handbook is a no-brainer because it will have clauses in it that you are required to provide to employees (for example, Pregnancy Disability Leave is available for employees at companies with 5 or more employees, and the Employee Handbook is the best place to provide this information to employees).  Besides using the Handbook as the opportunity to explain all of the California mandatory leave-laws, paid sick leave time, and cell phone reimbursement policy, you can use this as a forum to explain the company’s social media, use of technology, dress code, tardiness, absentee, and drug/alcohol use policies. You can also outline which behaviors will result in discipline or termination. Continue reading

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New Paid Sick Leave Requirements for California Employers Starts July 1, 2015

By Jennifer A. Grady, Esq. and Gayane Khechoomian, Esq.

sick leaveStarting on July 1, 2015, a new law affecting millions of Californians will require that employers – both public and private – provide paid sick leave to all their employees. The “Healthy, Workplace, Healthy Families Act” (AB-1522) signed into effect by Governor Edmund G. Brown Jr. applies to all employees who work in California for 30 or more days in a year. The law defines “employer” as any person employing another under any appointment or contract of hire” regardless of how many employees they have,  and covers employees whether they are full-time, part-time, seasonal, or temporary. Specifically, the new provision provides that employees who work 30 or more days within a year from commencement of their employment will earn a minimum of one hour of paid sick leave for every thirty (30) hours worked.

Employees become entitled to their sick leave beginning on the ninetieth (90th) date of employment. However, an employer may limit an employee’s use of paid sick days to 24 hours—or three (3) days—in each year of employment. Click HERE for the full text of the new law. Continue reading