Kerry Arnold

Crystal Clear HR Services: Your California HR Compliance Partner Crystal Clear HR & Business Services understands the importance of navigating complex HR regulations across California. We offer a comprehensive suite of HR solutions designed to empower companies throughout the state, ensuring compliance and peace of mind. Stay Compliant, Focus on Growth: Crystal Clear HR caters to businesses of all sizes, helping them navigate HR complexities and achieve compliance with state and federal regulations. Our services include: -HR Compliance: Crystal Clear HR stays up-to-date on California's ever-changing HR landscape, ensuring your policies and practices are compliant. -HR Consulting: Their experienced team can address any HR challenge, from employee relations to handbook development, keeping your business compliant. -Payroll Services: Eliminate payroll headaches with Crystal Clear HR's accurate and efficient services, guaranteeing your employees are paid on time and in accordance with all regulations. -Time & Attendance: Streamline timekeeping for your workforce while adhering to California's labor laws with Crystal Clear HR's user-friendly time and attendance solutions. -Benefits Administration: Offering a competitive benefits package can be a challenge. Crystal Clear HR can help businesses navigate the complexities of benefits administration, ensuring compliance with benefit-related regulations. -Crystal Clear HR & Business Services: Simplifying HR for California Businesses and Keeping You Compliant. Contact us at: (661) 748-0806 visit our website: https://lnkd.in/gtDFzkKx #california #CAHRCompliance #OfficeManagerLife #BusinessOwnerProblemsSolved #californiaentrepreneur#HRConsulting #payroll #TimeandAttendance #benefitstsAdministration #hrforsmallbusiness#californiabusiness

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Great presentation at todays BIA CFO and HR forum from Brian Laney, CCIP . How to save on workers compensation insurance. What to look for. The deep dive into EMRs And a group discussion of what companies are doing (especially in California’s unique regulation landscape). 👏

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Can employers ban political discussions at work? In California, there are legal protections in place preventing employers from prohibiting employees from engaging in political conversations. Sections 1101 and 1102 explicitly state that employees have the right to participate in political activities without interference. Although a complete ban is not permissible, employers can still regulate the time, place, and manner of these discussions to maintain productivity and avoid disruptions. Striking a balance between upholding employees' rights and ensuring a professional work environment is key. Navigating these conversations thoughtfully is essential to cultivate a workplace that values both open expression and workplace harmony. #EmploymentLaw #WorkplaceCulture #CaliforniaEmployers #LegalProtections

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Excited to share my latest video discussing California's new minimum wage requirements. Staying informed is key to compliance and fairness in your organization. What do these regulations mean for your business? Guardian HR has the expertise to guide you, ensuring you sidestep wage & hour lawsuits. Let's stay proactive and thrive with integrity. Visit https://lnkd.in/gD99NA7b and schedule your demo today! #HR #Compliance #MinimumWage #CaliforniaLaw #HRManagement #BusinessSupport

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Managing HR in California can be challenging, with evolving laws and complex regulations. As a co-employer, a PEO (Professional Employer Organization) can help your business stay compliant, manage payroll, provide employee benefits, and offer tailored HR guidance. This partnership lets you focus on growth while navigating HR with confidence. Gain a competitive advantage with Insperity: https://lnkd.in/gqWytF8J. #HRThatMakesADifference #EmploymentLaw #SmallBusiness #HumanResources

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Honored to be leading one of my favorite workshops for the Central California SHRM chapter next week! Has your organization replaced archaic PIPs with real conversations that *actually* improve performance? #TalentManagement #Recruitment #EmployeeEngagement #WorkplaceWellness #HRLeadership #HRM #HRtech #FutureOfWork #EmployeeExperience #HRNews #HRTrends #LeadershipDevelopment #PeopleManagement

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Cross-Training Improves Flexibility and boosts productivity We can help by identifying key skills gaps and create tailored development plans for employees. Book a FREE call with Virtual HR Services today! **We do not provide services in the state of California at this time. #CrossTraining #EmployeeFlexibility #AdaptableWorkforce #SkillsDevelopment #WorkplaceProductivity #TeamResilience #EmployeeEngagement

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Every year employers are sued for mismanagement of leaves of absence, particularly in California. California law provides many protections for employees who require a leave of absence. Managing employee leaves of absence can be complex, especially in California where regulations are stringent (in particular CFRA and PDL). Here’s a streamlined guide to help you navigate the process effectively: 1. Establish a Compliant Leave Policy: Start by creating a clear policy that informs employees about the types of leaves available, who they should contact, and the overall process. This ensures everyone knows what to expect and how to proceed when the need arises. 2. Employee Requests (or there is suspicion an employee needs) Leave: When an employee informs you of their need for leave, even if it’s not a formal request, gather enough details to determine eligibility. 3. Determine Eligibility: Check the employee’s eligibility based on location, tenure, and reason for leave. Different leaves have different requirements, so it’s crucial to know which rules apply. 4. Notify the Employee of Their Rights: Once eligibility is determined, notify the employee of their rights and obligations, including any medical certifications needed. An employee must receive a CFRA notice within 5 days. Ensure the employee is aware of potential benefits, like Paid Family Leave (PFL) or State Disability Insurance (SDI). 5. Designate the Leave: After receiving any required documentation, formally designate the type of leave being provided. This step ensures clarity and compliance with the relevant laws. 6. Coordinate Wages and Benefits: If the employee is eligible for benefits like PFL or SDI, coordinate with payroll to ensure proper wage integration and benefits continuation. 7. Reinstate the Employee: Before the employee returns, ensure all necessary medical releases are obtained. Reinstating them promptly to their original position is essential for compliance. Navigating leave management can be tricky, but with these steps, you’ll be well on your way to ensuring both compliance and a supportive work environment. Need more guidance? Reach out to us at SweeterHR—we’re here to help! #hrconsulting #outsourcedhr #hrexperts #HR #Californiabusiness #california #humanresourcesmanagement

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Collaboration and synergy at its best!

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Give Sarah a call and let TAC assist with your recruiting needs.

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California's ever-changing employment laws can be overwhelming. #Insperity provides expert support, so you don’t have to navigate it alone. For example, we guide you on exempt/nonexempt classifications to limit exposure to wage claims and DOL audits and handle administrative tasks if a claim or audit occurs. We also provide mandatory labor law posters and maintain Employment Practices Liability Insurance (EPLI) to cover employment-related claims. Our specialists offer best practices, HR guidance, and assistance if a claim arises. With our guidance, you can focus on the big picture -- growing your business. #HRCompliance #EmploymentLaw #RiskManagement #HRThatMakesADifference https://lnkd.in/g5XBjCYi

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Ready to master HR practices tailored to California's unique labor laws? Our article explores the benefits of earning Train Me Today's HR Pro Credential. Gain specialized knowledge in wage and hour laws, anti-discrimination regulations, leave of absence policies, and more. Equip yourself with the skills needed to navigate California's complex HR landscape and excel in your career. Read the full article now to start your journey towards career advancement! https://lnkd.in/gb3QXG4s #trainmetoday #PHRca #SPHR #aPHR #PHR #California #HR #HumanResources #HRmanagement #HRdevelopment #HRleadership #HRstrategy #HRconsulting #HRservices #HRtraining #HRcertification #HRevents #HRcommunity #HRprofessionals

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Why is leave management important to California employers? -- Leave management is a critical aspect of human resources in California, ensuring that organizations comply with state laws, support employee well-being, maintain productivity, and mitigate risks. Implementing effective leave management systems and policies helps create a supportive and compliant workplace. Leave management is crucial for businesses in California due to the state's comprehensive and employee-friendly labor laws. Effective leave management ensures compliance with these regulations, promotes employee well-being, and maintains organizational productivity. 

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📅 𝐌𝐚𝐫𝐤 𝐘𝐨𝐮𝐫 𝐂𝐚𝐥𝐞𝐧𝐝𝐚𝐫𝐬! Starting January 1, 2025, California employers must comply with the updated whistleblower protection requirements under Assembly Bill 2299 (AB 2299). This new legislation enhances protections for employees who report concerns, setting stricter compliance standards for employers. 𝐊𝐞𝐲 𝐂𝐡𝐚𝐧𝐠𝐞𝐬 𝐘𝐨𝐮 𝐍𝐞𝐞𝐝 𝐭𝐨 𝐊𝐧𝐨𝐰 ✅𝐒𝐭𝐚𝐧𝐝𝐚𝐫𝐝𝐢𝐳𝐞𝐝 𝐍𝐨𝐭𝐢𝐜𝐞𝐬 Employers must display a standardized notice developed by the California Labor Commissioner. It will outline employee whistleblower rights, protections, and include a whistleblower hotline number. It must be posted prominently in the workplace in a minimum font size of 14 points. ✅𝐄𝐱𝐩𝐚𝐧𝐝𝐞𝐝 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐎𝐛𝐥𝐢𝐠𝐚𝐭𝐢𝐨𝐧𝐬 Employers are now required to train employees on their rights as whistleblowers, how to report concerns, and protections against retaliation. Training should be incorporated into onboarding and ongoing staff education programs. ✅𝐏𝐨𝐥𝐢𝐜𝐲 𝐔𝐩𝐝𝐚𝐭𝐞𝐬 Organizations must review and revise internal policies to align with the new law. Policies should reflect expanded protections and clear procedures for reporting issues safely and confidentially. ✅𝐄𝐧𝐡𝐚𝐧𝐜𝐞𝐝 𝐂𝐨𝐧𝐟𝐢𝐝𝐞𝐧𝐭𝐢𝐚𝐥𝐢𝐭𝐲 𝐌𝐞𝐚𝐬𝐮𝐫𝐞𝐬 Employers must take steps to ensure all whistleblower reports remain confidential, encouraging employees to report concerns without fear of retaliation. 𝐇𝐨𝐰 𝐖𝐞 𝐂𝐚𝐧 𝐇𝐞𝐥𝐩 At ViaVision Group, our 𝐚𝐧𝐨𝐧𝐲𝐦𝐨𝐮𝐬 𝐡𝐨𝐭𝐥𝐢𝐧𝐞 𝐬𝐞𝐫𝐯𝐢𝐜𝐞 is a key tool to help your organization comply with AB 2299. We provide a confidential, 24/7 reporting system that ensures employees can raise concerns without fear of retaliation. By offering a reliable reporting channel, we help you meet the new whistleblower protection standards, enhance your workplace transparency, and protect your organization from potential legal risks. Our hotline service supports compliance by: ✅ Offering a confidential, anonymous reporting system that aligns with AB 2299's confidentiality requirements. ✅ Ensuring that employees can report concerns safely and without fear of retaliation. ✅ Providing easy access to compliance resources and guidance, helping you manage the changes smoothly. 𝐍𝐞𝐞𝐝 𝐡𝐞𝐥𝐩 𝐧𝐚𝐯𝐢𝐠𝐚𝐭𝐢𝐧𝐠 𝐭𝐡𝐞𝐬𝐞 𝐜𝐡𝐚𝐧𝐠𝐞𝐬? Visit https://lnkd.in/gSRcbkPj to get started and learn how our service can help you maintain compliance and foster a culture of trust. 👉 ViaVision Group #Compliance #AB2299 #WorkplaceEthics #ViaVisionGroup #AnonymousHotline

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🌟 Excited to attend the California Employment Legal Update 2024! 🌟 Looking forward to gaining insights on the latest changes in employment law and how they impact our workplaces. Knowledge is power, and staying informed is crucial in these ever-evolving times. Can't wait to connect with fellow professionals and share best practices! Let’s navigate these legal updates together. 💼✨ #CaliforniaEmploymentLaw #LegalUpdate2024 #ProfessionalDevelopment #Networking

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