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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Valentine’s Day Special- $150 Off Employment Law Packages

New Year’s has come and gone, and we are now six weeks into 2016!  Haven’t had time to update your Employee Handbook, policies and procedures, or personnel files? The Grady Firm is here to help!

In order to show love to our deserving customers, we are offering a discount of $150.00 off our employment law advising packages through February 29, 2016.  To find out more about our services, book a time to speak with our employment law attorneys, or call 323-450-9010 by the end of the month, and mention this promotion.

Has Your Company Been Keeping Track of Accrued Paid Sick Leave Time Since January 1?

As you may be aware, on July 1, 2015, a new law affecting millions of Californians went into effect requiring that employers – both public and private – provide paid sick leave to all their employees. Under the new law, employers will have to modify or update existing paid sick leave or time off policies, as well as payroll, record-keeping, wage statement, and employee notice procedures.

In addition, employers are required to provide most employees with an individualized Notice to Employee  (required under Labor Code section 2810.5) that includes paid sick leave information.

Has your company been providing its employees with notice of the amount of paid sick leave its employees are entitled to on each wage statement in 2016?

If you have questions about an employer’s responsibility to provide sick leave and notice of hours earned to its employees, The Grady Firm attorneys can review your company’s policies to ensure they are in compliance. Schedule a time to speak with our employment law department today.

Changes to California Paid Sick Leave Requirements on July 13, 2015

sick leaveBy Jennifer A. Grady, Esq. and Gayane Khechoomian, Esq.

The new Paid Sick Leave law that went into effect in California on July 1, 2015 was already amended less than two weeks after it took effect on July 1, 2105. This means that employers may have to revisit, and most likely update their paid leave policies and Employee Handbooks.

An employer must individually notify all employees hired prior to January 1, 2015 of changes to terms and conditions of employment that relate to paid sick leave within 7 days of the actual change. Information concerning any new or previously existing paid sick leave program that includes information required to be given to each employee by Labor Code section 2810.5(a), must be provided to all employees. A revised DLSE notice form may be used for providing individual notice to these existing employees unless the employer chooses an authorized alternative method. Continue reading