Josephine's Personnel Services, Inc.

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 or 4008.943.0111 and are located at 2158 Ringwood Avenue, San Jose, CA 95131.

Photo Credit: Matthew Bolitho