Rolfe Jones - CTM

📅 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

5

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

12

4 Comments

California Employers get ready for the FWPA with new restrictions on engaging contractors/freelance workers. To me, what stands out is the 4-year requirement to hold on to the agreement. That's an unusual timeframe in the realm of HR. The timely payment could end up being a problem for a lot of companies as well. Here's a great recap from Littler on this new piece of legislation: https://lnkd.in/gitsqseg

2

🔍 Navigating HR Challenges in California 🔍 As business owners, understanding HR laws in California is crucial for protecting our companies. I recently shared insights on the top five HR issues that can put businesses at risk, from employee misclassification to wage violations. I invite you to read the blog post on South Bay HR's page to equip yourself with knowledge that can help safeguard your organization and foster a positive workplace culture. Let’s stay informed and proactive together! #HR #California #BusinessCompliance #WorkplaceCulture

2

3 Comments

Calling all California #employers and #HRleaders – learn the key elements of California’s employment regulations, the most challenging compliance issues, and strategies for managing California business compliance challenges. https://hubs.ly/Q02P0WPP0 Innovative Employee Solutions #IES #HR #HumanResources #Compliance #AB5 #employees #IndependentContractors #freelance #ContingentWorkers #ContingentWorkforce #ICcompliance #CaliforniaEmploymentLaw #EmploymentRegulations #ComplianceIssues #HRStrategies #BusinessCompliance #LegalCompliance #CaliforniaWorkforce

7

Build a Strong Talent Pipeline with Staffington! Struggling to create a sustainable talent pipeline?  Follow these 4 key tips to attract, engage, and retain top talent: 1️⃣ Define Candidates: Know exactly what you need. 2️⃣ Engage Early: Build meaningful relationships from the start. 3️⃣ Leverage Referrals: Tap into your team's network for trusted candidates. 4️⃣ Stay Connected: Keep potential hires engaged and interested. At Staffington, we empower businesses to create efficient and long-lasting recruitment strategies. Let us help you transform your hiring process! 💼 👉 Learn more at www.staffington.net #TalentPipeline #HiringTips #Staffington #SmartRecruitment

7

These changes reflect broader efforts across the U.S. to enhance worker protections and healthcare compliance, similar to what California is doing with its new healthcare worker minimum wage law. With new regulations on minimum wage, sick leave, and safety standards, partnering with Engage PEO can help healthcare employers stay compliant and efficiently manage the complexities of these evolving laws, all while focusing on delivering quality care to their patients. #engagepeo #HR #compliance #insurancebrokerpartner

6

San Deigo HR Pros - Staying ahead of the curve is key! 🚀 Join us for an essential webinar where we’ll break down the latest California legal changes you need to know. Don't get caught off guard—stay informed, stay compliant! ⚖️ #LegalUpdates #lucnhandlearn #StayAhead #HRdevelopment #HRcompliance #wageandhourcompliance #remoteworkguidelines

6

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

6

1 Comment

Are HR tasks taking time away from growing your business? California’s complex HR regulations can make handling human resources daunting. A PEO (professional employer organization) acts as a co-employer, helping you navigate regulations, manage payroll, and offer access to employee benefits, giving you expert HR support and reducing risk. Visit the link to discover how a PEO can help your business thrive: https://lnkd.in/gMSKncUT. #HRThatMakesADifference #EmploymentLaw #SmallBusiness #HumanResources

1

Are HR tasks taking time away from growing your business? California’s complex HR regulations can make handling human resources daunting. A PEO (professional employer organization) acts as a co-employer, helping you navigate regulations, manage payroll, and offer access to employee benefits, giving you expert HR support and reducing risk. Visit the link to discover how a PEO can help your business thrive: https://lnkd.in/g8kbQAps. #HRThatMakesADifference #EmploymentLaw #SmallBusiness #HumanResources

2

Are HR tasks taking time away from growing your business? California’s complex HR regulations can make handling human resources daunting. A PEO (professional employer organization) acts as a co-employer, helping you navigate regulations, manage payroll, and offer access to employee benefits, giving you expert HR support and reducing risk. Visit the link to discover how a PEO can help your business thrive: https://lnkd.in/gEQ3Rqzx. #HRThatMakesADifference #EmploymentLaw #SmallBusiness #HumanResources

2

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

4

While "California leave laws are intended to help employees, not confuse HR professionals", anyone working in the HR field knows navigating employment compliance for California is anything but simple. I love these tips shared by Trisha Zulic, SHRM-SCP at the #SHRM24 conference around handling some of California's Leave Laws. #brightmine #leavelaws #SHRM #HRcompliance

7

📣 Attention California Connections: Are you prepared for the new Workplace Violence Prevention Law taking effect on July 1st? Join our free webinar on Tuesday, June 11th, to learn about the necessary steps to comply with the new requirements and avoid penalties. Register now using the link below. Looking forward to seeing you there!

3

2 Comments

Looking back at 2024, retention has been a primary focus for many companies as “labor hoarding” becomes a strategy to compete for talent. This makes internal policy and company culture even more important, as a bad employee or a disjointed company culture can drive out other good employees. Mental health is also an important consideration in the larger retention and employee satisfaction sense, even as the economy recovered from the COVID pandemic, and we return to a renewed sense of normalcy. #mriraleigh https://lnkd.in/dDYrq8aX

5

2 Comments

Heads up, CA employers! ⚠️ New compliance requirements for Workplace Violence Prevention and overtime laws are upon us. Message me for a breakdown of what you need to know to stay compliant, or reach out to us at Countsy if you’re looking to outsource your HR or compliance function. #CAHR #HROutsourcing #HRConsulting #startups #startuplife

21