Josephine's Personnel Services, Inc.

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.

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Hiring a Staffing Agency – Benefits for Companies

March 5th, 2013
Certified as Small Business and Minority Woman Owned since 1988

Certified as Small Business and Minority Woman Owned since 1988

Finding the right employee can be difficult task, especially when companies don’t have the available time or resources. There are three core reasons why using a staffing agency is a far better choice for your organization.

  1. It Saves Time – By using a staffing agency, companies don’t have to spend hours upon hours sorting through hundreds of resumes and scheduling endless interviews with candidates.Put your mind at ease with JPS; we conduct extensive background checks and have customized screening, recruiting, orientation and performance evaluation processes to find the right employee and make the most of your time.
  2. It’s Cost-Effective – Hiring the wrong employee can cost companies time, money and resources they may not have available. Rely on the expertise of a staffing agency to find the right fit the first time around. Plus,  Read the rest of this entry »

The Evolving Role of HR Professionals

June 7th, 2011

In the century that the personnel, or Human Resources, department has been a recognized part of the business world, the profession has undergone tremendous changes.

  • It was the early 1900s when companies first realized the need to have a designated person take responsibility for certain activities. Early personnel employees did the hiring and firing, ran the payroll department and administered benefits plans. The role was primarily administrative and the focus was on compliance and ensuring procedures were followed.

 

  • In the 1930s, with the emergence of union legislation, the Personnel Department became company protectors. They focused on managing union relationships and ensuring that the company minimized risk of union-related costs. Eventually, they implemented programs that helped companies avoid the risk of being unionized.

Over the next 30 years, as new concepts and technologies were introduced, personnel employees began to play a more active role in training and promotion. The focus was on procedural compliance, process and screening.

  • In the 1960s and 1970s, discrimination legislation meant there was more risk for lawsuits. The Personnel Department focused on developing policies that protected the company from potential lawsuits. The approach of Personnel was still reactive rather than proactive, although they did see the importance of effective personnel practices.

 

  • In the 1980s, the role of the personnel department evolved from a focus on protecting and screening to the Human Resources department focused on managing a company’s key resource—its people.

Since the 1990s, HR professionals have fought for, and for the most part won, a seat at the executive table. They function as business professionals and have proved their ability to play a key role in a company’s success. When able to provide statistics on the ROI of HR programs, they can prove that HR is a necessary service, like the accounting department, but also an equal partner.

Today, HR professionals continue to enhance their role as strategic partners and change agents. While ensuring that policies and procedures are in place and followed, the new HR focus is on creating a workplace environment that not only attracts and retains top talent but also allows these people to perform and deliver.
HR’s value — attracting, engaging and retaining talent—is a critical factor in addressing increasing competition.
HR, which was once focused on policies, pensions and benefits, now emphasizes finding creative programs and solutions, including people in decisionmaking, choosing employees who fit the corporate environment, and working to effect change.