Employers in California can now visit a single website to help them understand their requirements under a new law that further restricts their ability to classify their workers as independent contractors. Launched late last year by the California Labor & Workforce Development Agency, the website provides employer-specific resources and FAQ summarizing AB 5 and the ABC test and more.
CDA publishes and distributes every two years a poster set containing employee notices that are required to be posted in the dental office. CDA’s most recent poster set was published and distributed to members in April 2019. However, state and federal agencies update or release new posters from time to time, and six new or updated required posters are now available.
Start your new year on the right foot by auditing your human resources systems and records. To diminish the possibility of legal issues and to ensure that your practice seeks to comply with labor and employment laws, it is important to perform an HR audit. An audit can include timekeeping and wage statements and all of the following.
Protections for nursing mothers in California were significantly expanded under a bill signed into law in October by Gov. Gavin Newsom. Senate Bill 142 clarifies employer obligations to provide breaks and safe, private locations that include specified accommodations. The bill increases penalties for noncompliance and requires that employers implement a written lactation accommodation policy beginning Jan. 1, 2020.
Nearly all employers in California will begin paying their employees a higher minimum wage — either the new state or local minimum wage, whichever is higher — in the new year. Effective Jan. 1, 2020, the state minimum wage for employers with 25 or fewer employees will increase to $12 per hour from the current $11, and the state minimum wage for employers with 26 or more employees will increase to $13 per hour from the current $12.
California employers will need to take action soon to comply with new laws pertaining to employment discrimination claims, paid family leave, harassment prevention training and other areas of employment practice. The laws take effect as early as Jan. 1, 2020, and are the result of bills introduced in the last legislative session and signed into law in October by Gov. Gavin Newsom.
With planned power shut-offs developing across California in attempt to avoid wildfires, employers are wondering how they are to compensate their nonexempt employees when businesses are unable to be open for work due to power failures. Employers generally are obligated to pay “reporting time pay” to hourly employees when these employees are required to report for work and aren’t provided at least half of their usual hours for the day.
Beginning Jan. 1, 2020, it will be more difficult for most employers in California to classify workers as independent contractors, rather than employees, and in some cases will make employees out of independent contractors. And although CDA secured an exemption for dentists, employee classification still isn’t clear-cut, and dentists will need to err on the side of caution when classifying their workers.
The decision to classify your employee as exempt or nonexempt should not be taken lightly. The distinction between the two is significant, and the two are also managed very differently. Therefore, employers should understand not only how to determine an employee’s classification but how to follow appropriate pay requirements as well.