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Mid-Year Spot Check

As we enter the second half of 2019, now is the perfect time for a mid-year checkup of changes that may affect your business.

EEO-1 Pay Data

Companies with over 100 employees are required to report employee demographic information characterized by race/ethnicity, gender, and job category. The US Equal Employment Opportunity Commission (EEOC) will now also be collecting pay data for 2017 and 2018. The deadline for the additional pay data is September 30, 2019. Read the full article here.

SB 1343 - EEO training

Companies with 5 or more employees must provide EEO training to all employees in 2019. The training must cover sexual harassment, abusive conduct, and harassment based upon gender. Employees that manage and/or oversee the work of others are required to attend a two-hour, supervisor session. All other employees are required to attend a one-hour session.

Interested in our upcoming training schedule or custom onsite training? Click here to contact a member of our team for additional information.

Minimum Wage Increases

Twelve California cities/counties saw an increase to minimum wage effective July 1. These areas are:

Alameda
Berkley
Emeryville
Fremont
LA City
LA County
Malibu
Pasadena
San Francisco
San Leandro
Santa Monica

Compliance Poster Update

Now is a good time to review your compliance postings for 2019 changes. The California Family Right Act (CFRA) was updated to include information regarding the New Parent Leave Act (NPLA) and the Workplace Discrimination and Harassment section was updated to include expanded training requirements under SB 1343.

All relevant fields should be completed, and the poster should be in a place that is frequented by employees. Each applicable workplace or job site should have their own poster. It is not enough to simply have the poster; it must be complete and easily accessible. A consultant is available to assist you with completing your compliance poster.

Form I9 Retention

This is also a good time to perform an annual purge of your Form I9's. You must retain the form for the employee's entire length of employment. However, once the employee has been terminated from the company, you are required to retain the form for either three years from the first day of employment or one year from the employee's termination date, whichever is later.

Form I9's should not be stored in the employee's personnel file. They should be stored in a separate place that is secure and only accessible by people who need access.

In Summary

A consultant is available to assist you if you have questions about these or other updates. Contact a member of our team if you would like to be added to our annual compliance poster distribution list.