California minimum wage impacts every employer and dictates a large portion of their overhead. Knowing the exceptions is as critical as knowing the rule.
Although it may be taken for granted that every business has an employee handbook, or policy manual, that is not always the case. In fact, many business run huge risks with liability and compliance without one.
One of the first challenges a business has with this document is what to call it. The primary purpose of a policy manual is to inform and equip employees with policy information. Consequently, referring to it as an "Employee Handbook" can be a good choice.
Among the myriad of laws, rule and regulations businesses must comply with, meal and rest breaks in California can be some of the more challenging.
Simply managing and complying with the regulatory maze of California labor laws can be difficult for employers and their HR managers. Each year brings new laws and very few "old" ones ever get removed. As a result, this growing body of regulation can make payroll management functions confusing and frustrating for both management and staff.
During the last California legislative session in the fall of 2017 a number of new labor laws were signed by the governor. Are you up to date?
Now that the new year has begun, numbers of new laws that were passed in 2017 are now in effect. California employers must now comply with these labor laws, a number of which deal with gender and immigrant worker issues.