hr compliance «

It’s Bonus Planning Time

“In December I gave my employees a bonus. However, I’d like to have a better plan in the future so we have a focus. What should I be thinking about now?”

Your HR Survival Tip

We are so glad you’re thinking about the bonus now and realizing it’s better to have a focus. We believe one of the most wasteful things a business owner can do is throw cash at employees who don’t have a clue why they are getting that money. It doesn’t help your company if they believe they’ll get a bonus next year just for showing up. You need to tie the cash to achievements, both theirs and the company’s.

Now is the time (or past time) to create your bonus plan. Yes, it is a plan and the basics of it should be in writing to avoid claims and to just be a reminder for everyone. There are several things you want in writing, such as whether the person must have been employed for a period of time before they are eligible or whether they must still be employed when the bonuses are paid out.

The first step is often forgotten but is critical. Determine how [click to read more …]

10-20-30 Minute Rest Breaks

“I thought rest breaks were 10 minutes but my employees are saying they should get 15 minutes. Who is right?”

Your HR Survival Tip

You are right; the paid rest breaks are 10 minutes. However, there have been legal decisions made that require you to review your rest break policy.

The California Supreme Court has made it clear that employers cannot control what an employee does on their rest breaks or where they go. The employer must relinquish all control over the employee during the rest break. This means absolutely no work whatsoever is allowed during the rest break and nothing is said about how they choose to use their break time.

Old policies stated employees needed to stay on-site during their rest breaks because, really, where can you go that will ensure you’ll be back to work in 10 minutes? This Court decision is not focused on where they go, it’s all about you not telling the employee what they can do during that time.

What you can, and should, control is the length of the rest break. Make it clear to employees they should be ready and in place to begin working again in 10 minutes. We [click to read more …]

New Parent Leave Act

“I’ve heard about a new leave of absence but not sure it applies to me. What are the details?”

Your HR Survival Tip

California enacted a new law that goes into effect on January 1, 2018. It’s called the New Parent Leave Act (NPLA) and only applies to companies with 20 to 49 employees.

Previously, only companies with 50+ employees were required to give employees time off for maternity and paternity leave. The NPLA will offer a similar leave for employees working in smaller companies.

There are eligibility rules:

The employees must work at a location where the company has 20-49 employees within a 75-mile radius; The employee must have worked for you for at least one year; and The employee must have worked at least 1,250 hours in the 12-month period prior to starting this leave.

This unpaid time off is protected so you must give the employee the same or similar job upon their return. The leave is designed for baby bonding and can be used all at once or in pieces any time within the 12 months after a child’s birth or adoption. Employees will be eligible for Paid Family Leave, which is a supplemental pay [click to read more …]

Sick Leave and the New Hire

“I front-load the sick leave for my employees and let them use it immediately. I was told I might want to reconsider but they didn’t say why.”

Your HR Survival Tip

You really should make sure your policy has considered all aspects. Then, if you want to keep it as you have it, at least you’re doing it with full knowledge. As a reminder, most paid sick leave laws allow companies to either accrue sick leave hours over time or to front-load, which means the whole amount for the year is provided at the beginning of that year.

One of the core promises to employees with the paid sick leave laws is that the employee’s job will be protected when using their sick leave. One of the nods to businesses is allowing companies to wait 90 days before that sick leave is available for an employee to use.

The first 90 days of employment has historically been the time when both the company and the employee check each other out and determine if this will be a good fit. When you allow the employee to use their sick time within that first 90 days, you’ve severely reduced your ability to [click to read more …]

Scratches

Species

It’s Bonus Planning Time

10-20-30 Minute Rest Breaks

New Parent Leave Act

Sick Leave and the New Hire