Wednesday, December 30, 2020
Content Courtesy of WECA Industry Partner Cook Brown, LLP:
Here are some tips for ensuring compliance with some of this year’s legislative and regulatory changes:
Hiring in 2021 – Post Pandemic Planning and More
- Remember to update handbooks and harassment policies to provide a link to the Department of Fair Employment and Housing’s training information. If the workforce is multilingual, comply with translation requirements.
- Update policies and handbooks to incorporate California’s expansion of the California Family Rights Act. It now applies to employers of five or more, and it includes new leave rights for the care of siblings, grandparents and adult children. Businesses of every size will need to revise their policies.
- Prepare a sample COVID-19 notice that must be sent as of January 1, 2021 in response to a notice of COVID-19 exposure at work.
- Determine whether the new minimum wage in California ($14 for employers of 25 or more and $13 for the remainder) affects your business. Remember that exempt employees must be paid at least twice minimum wage.
- Update legal posters. Much of the information in 2020 posters has been superseded.
- Ensure compliance with new emergency regulations requiring adoption of a written COVID-19 prevention plan.
For those of you looking beyond the pandemic and to brighter times in the coming months, please join us for our first webinar in 2021. We have invited a recruiting expert to weigh in on hiring tips.
Topic: Revamp Hiring Practices for 2021 – Post Pandemic Planning and More
When: January 21, 2021 from noon to 1 pm
- What are the hiring trends?
- What stays the same?
- What will change?
- What are the major hiring pitfalls to avoid?
- What are the economic indicators for expanding or contracting the workforce?
Presenters: Recruiting expert Amy Gardner, CEO of WineTalent, and Cook Brown Partner Barbara Cotter