New Year, New Company Policies
IRS mileage reimbursement rates and local minimum wage rates), so it’s a good time to include policy updates when you provide this information to employees all at once. There are numerous policies you can begin revising now to issue to your staff in January. Read further to begin your end of year action plan:
1. Employee Handbook
2. Other Company Policies
Anti-Harassment and Corrective Action Policy
Confidentiality and Non-Disclosure Agreement
Stock Options Plan
We recommend that you hold an paid employee meeting (with lunch provided) to discuss the new policies and provide the employees with an opportunity to ask you any questions. After all, it does you no good if the employee signs the document without reading it and throws it in the trunk of their car for months. You want the employees to actually understand the new policies so that they are more likely to follow them.
3. Sexual Harassment Training
signed by Governor Brown in September 2018, now requires an employer who employs 5 or more employees, including temporary or seasonal employees, to provide at least 2 hours of sexual harassment training to all supervisory employees and at least one hour of sexual harassment training to all non-supervisory employees by January 1, 2020, and once every 2 years thereafter, as specified. Supervisors must receive training within 6 months of hire or promotion to a supervisory position. The training may be completed by employees individually or as part of a group presentation, and may be completed in shorter segments, as long as the applicable hourly total requirement is met.
4. Updated Posters
5. Updated Minimum Wage Rates
In addition, some cities and counties have their own minimum wage ordinances that go into effect on January or July each year. The following California cities have their own minimum wage rates that will change effective January 1, 2019: Cupertino, Los Altos, Mountain View, Oakland, Palo Alto, Richmond, San Diego, San Jose, San Mateo, Santa Clara, and Sunnyvale.
For assistance with updating your policies, Employee Handbooks, and posting requirements, consult a qualified California employment law attorney.
About The Grady Firm, P.C.
To learn more about ensuring your business is compliant with state and local laws, schedule a complimentary 15-minute consultation with The Grady Firm’s attorneys; call +1 (323) 450-9010; or fill out a Contact Request Form.
*This article is for informational purposes only, and does not constitute legal advice or create an attorney-client relationship. This article does not make any guarantees as to the outcome of a particular matter, as each matter has its own set of circumstances and must be evaluated individually by a licensed attorney.
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