Josephine's Personnel Services, Inc.

Employee Break Laws – Understanding the Rules

February 18th, 2014
Are you taking meal breaks?

Are you taking meal breaks?

Understanding meal and break laws in the workplace can be mind boggling to say the least. With an abundance of rules and resources for employees and employers, it can be hard to ever garner a full comprehension of their rights and responsibilities as they pertain to taking breaks. In this blog post, we will help you develop knowledge of meal and break laws by introducing basic rules and regulations as they apply to California.  Read the rest of this entry »

Employees & Applicants – Law Changes in Recruiting & Hiring (Part 3)

August 27th, 2013
Are law changes affecting you?

Are law changes affecting you?

In our last blog posts, we have introduced two of the revisions that have affected recruiting and hiring laws within the state of California for 2013. In part three, we will introduce the change that occurred in relation to new employee orientation and the reporting of new or rehired employees.

When an employee is hired by a company in the state of California, a hiring checklist must be completed. This checklist includes the:

  • ·         I-9 – Employment Eligibility Verification form
  • ·         Rights to Workers’ Compensation Benefitspamphlet
  • ·         Personal Physician Designation form
  • ·         Personal Chiropractor or Acupuncturist Designation form
  • ·         DE 2515- State Disability Insurance Provisionspamphlet
  • ·         DE 2511 – Paid Family Leave pamphlet
  • ·         General Notice of COBRA Continuation Coverage Rights
  • ·         Sexual Harassment pamphlet
  • ·         W-4 – Employees Withholding Allowance certificate
  • ·         DE 4 – California Employees Withholding certificate
  • ·         A Permit to Employ and Work and a Wage and Employment Notice to Employees

Additionally, non-exempt employees must be presented with a wage statement at the time of hire.

According to HR California, “Federal law requires all employers to report information on newly hired or rehired employees who work in California to the EDD’s New Employee Registry no later than 20 days after the start-of-work date. The start-of-work date is the first day services were performed for wages. All employees must be reported regardless of age or projected wages, even those who work less than a full day, are part-time employees, are seasonal employees or discontinue their employment before the 20th day of employment. A rehire occurs when the employment relationship ends and the returning individual is required to submit a Form W-4.”

The relevant change to new employee hiring and reporting became effective on January 1, 2013 and determined that employers must report the hiring of an employee who previously worked for the employer, but has not been employed for at least 60 consecutive days.

Understanding California recruiting and hiring laws is an imperative in relation to managing the workplace. Here at Josephine’s Professional Staffing, we have a vast knowledge of California employment laws and programs and are prepared to use our wide knowledge base and skill set to benefit you and your business. Contact us today to learn more!

About Josephine’s Professional Staffing

Founded in 1988, Josephine’s Professional Staffing has nearly 25 years of business success and is continuously committed to providing superior quality staffing solutions to companies in the Bay Area. We proactively and consistently search for avenues to provide staffing solutions in the field of administrative, accounting, healthcare, light industrial, technical and professional services while taking pride in each of our employees. Josephine’s Professional Staffing is a Certified Small Business Enterprise (SBE), Underutilized Disadvantaged Business Enterprise (UDBE), and Minority Woman-Owned Business Enterprise (MWOBE). We can be reached at jps@jps-inc.com or 4008.943.0111 and are located at 2158 Ringwood Avenue, San Jose, CA 95131.

Photo Credit: SapphireBlue

Employees & Applicants – Law Changes in Recruiting & Hiring (Part 2)

August 20th, 2013
What changes will affect you this year?

What changes will affect you this year?

In our last blog post, we introduced the first revision of recruiting and hiring laws within the state of California for 2013. Today, in part two, we will introduce the changes that occurred concerning new wage information and employment offering rules for temporary service employees and applicants.

As with any aspect of California state law, there are many layers of information and the rules associated with that information can change on a semi regular basis. This makes it especially important to understand the changes as they come about. In 2013, rule changes occurred within the Wage and Employment Notice to Employees (Labor Code section 2810.5) regarding the method of offering a job and providing compensation information.

Did you know that in California State, the only legal way to offer employment to applicants is through a formal offer letter? This applies to both a permanent and temporary service employee. Offer letters should include the proposed job title, exemption status, starting wage, schedule, start date, conditions, at-will statement and an acceptance deadline among other things. For temporary employees, the offer letter should also clearly define the temporary nature of the offered position.

Additionally, nonexempt employees must be provided with wage information at the exact time of hire and must notify employees of any changes within 7 days. This includes the rate and basis of pay, allowances, dates of regular pay days and the employer’s contact information. According to HRCalifornia, “Effective July 1, 2013, temporary service employers must also include the name, physical address of the main office, mailing address if different from the physical address of the main office and the telephone number of the legal entity for whom the employee will perform work, as well as any other information the Labor Commissioner deems material and necessary. Security service companies are exempt from this requirement.”  

Understanding California recruiting and hiring laws is an essential component in managing the workplace. Here at Josephine’s Professional Staffing, we have a vast knowledge of California employment laws and programs and are prepared to use that information to benefit you and your business. Contact us today to learn more and be sure to check back next week for the third and final installment of our blog post series on recruiting and hiring law changes.

About Josephine’s Professional Staffing

Founded in 1988, Josephine’s Professional Staffing has nearly 25 years of business success and is continuously committed to providing superior quality staffing solutions to companies in the Bay Area. We proactively and consistently search for avenues to provide staffing solutions in the field of administrative, accounting, healthcare, light industrial, technical and professional services while taking pride in each of our employees. Josephine’s Professional Staffing is a Certified Small Business Enterprise (SBE), Underutilized Disadvantaged Business Enterprise (UDBE), and Minority Woman-Owned Business Enterprise (MWOBE). We can be reached at jps@jps-inc.com or 4008.943.0111 and are located at 2158 Ringwood Avenue, San Jose, CA 95131.

Photo Credit: Matthew Bolitho

Employees & Job Applicants – Law Changes in Recruiting & Hiring for 2013 (Part 1)

August 12th, 2013
Do you know California law?

Do you know California law?

Searching for quality employees can be a tough feat and as if it wasn’t already a challenging process, the addition or revision of recruiting and hiring laws within the state of California make it even more difficult.

In this multiple post series, we will introduce the changes that occurred in the recruiting and hiring laws during the 2013 calendar year. This includes but is not limited to, new wage information rules for temporary service employees, hiring reporting and more. Today, we begin by introducing the changes relevant to the ever growing technological resource we know as personal social media accounts.

Social media is part of our everyday lives, and while every professional publication or development seminar has told us the importance of keeping our social media profiles professionally acceptable, the idea of social media privacy rights are often times overlooked, until now.

Effective as of January 1st, 2013, employers must follow new rules in relation to requesting social media account information from job applicants both internally and externally.

Social media accounts as defined by the law are “an electronic service or account, or electronic content, including, but not limited to, videos, still photographs, blogs, video blogs, podcasts, instant and text messages, email, online services or accounts, or Internet web site profiles or locations.” This can include, Facebook, Twitter, LinkedIn, Vine, Path, Foursquare and any other site including one or more of the aforementioned aspects of online information. As an employer or hiring manager, you should be aware of the following changes when conducting interviews with potential employees and/or candidates.

Personal account login information: According to California state law, it is now prohibited to request or require the personal login information to any social media platform associated with a job applicant. Accessing an applicants personal social media profile is strictly prohibited.

Access to personal social media: While conducting an interview, it is now disallowed to request that a candidate access their personal social media pages or profiles in your presence. This is important to keep in mind when talking with new applicants as it is considered a violation of privacy.

Disclose any personal social media web addresses: According to the new hiring and recruiting laws of California, it is illegal to require job applicants and current employees to divulge any personal social media handles, web addresses or usernames. This includes Twitter handles, Facebook addresses, Instagram pages and LinkedIn profile links among others. Keep in mind that exceptions to all of the above mentioned changes can occur in relation to workplace investigations and office issued communication devices.

Understanding California recruiting and hiring laws is an essential component in effectively managing growth within the workplace. Here at Josephine’s Professional Staffing, we have a vast knowledge of California employment laws and programs and are prepared to use that knowledge to benefit you and your business. Contact us today to learn more and be sure to check back next week for part two of our blog post series on law changes related to recruiting and hiring.

About Josephine’s Professional Staffing

Founded in 1988, Josephine’s Professional Staffing has nearly 25 years of business success and is continuously committed to providing superior quality staffing solutions to companies in the Bay Area. We proactively and consistently search for avenues to provide staffing solutions in the field of administrative, accounting, healthcare, light industrial, technical and professional services while taking pride in each of our employees. Josephine’s Professional Staffing is a Certified Small Business Enterprise (SBE), Underutilized Disadvantaged Business Enterprise (UDBE), and Minority Woman-Owned Business Enterprise (MWOBE). We can be reached at jps@jps-inc.com or 4008.943.0111 and are located at 2158 Ringwood Avenue, San Jose, CA 95131.

Photo Credit: Prayitno