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The use of CBD oils has been steadily increasing among many working adults. From anxiety and pain management to weight loss, CBD oils are considered to have many healthful benefits. However, this can pose a bit of a challenge for employers who are unsure how to enforce anti-drug use policies in the workplace.
California is recognized as the first state to pass a law that prohibits employers and schools from discriminating against individuals based on their choice of hairstyles. Called The CROWN Act, which stands for “Create a Respectful and Open Workplace for Natural Hair,” was voted into law by a majority vote.
According to SB-1343, by January 1, 2020, 92% of the state’s workforce [roughly 15.5 million workers] will need to have received at least one hour of sexual harassment training for non-management employees; and two hours of training for supervisors. Following the 2020 deadline, these educational thresholds will need to be met again every two years. Here are 7 things HR and compliance professionals need to know about this mandate.
What does SB-1343 change?
Most people assume PEO services are for large companies only. In reality, many small to medium-sized companies find extreme benefits in working with a PEO. According to NAPEO “small businesses that use PEOs grow seven to nine percent faster, have 10 to 14 percent lower employee turnover, and are 50 percent less likely to go out of business."
California's Property Service Workers Protection Act was enacted in July 2018. The law requires all janitorial employers to register with the Labor Commissioner's Office (starting July 1, 2018) and provide employees with sexual harassment prevention training every two years (starting January 1, 2019).
California employers will soon be required to update their employee training procedures once again with the newly-passed Senate Bill 1343 which requires both supervisory employees as well as non-supervisory employees to undergo comprehensive sexual harassment training every two years. The new mandate goes into effect January 1, 2020.
Equal Pay Act of 1963 abolished wage disparities, or did it?
Today we still see many differences in wages between men and women. Robin Paggi, Training and Development Specialist at Worklogic HR, discusses these differences.
It's a New Year full of new laws and Worklogic HR's Training and Development Specialist, Robin Paggi is here to introduce the start of a short video series you'll only see here.
Today Robin will highlight some of the current employment laws that employers, supervisors, and HR professionals need to know to stay compliant AND out of court.
AB 1732, effective March 1st, 2017, enacted the most progressive statewide restroom access policy in the nation, requiring all single occupancy restrooms (rooms with a toilet and/or urinal and sink) in businesses, government buildings and places of public accommodation to be available to everyone regardless of gender or gender identity.
Working as a human resource manager today is no easy feat.
Question: Do we have to accommodate a service animal if we have employees that are allergic?
Answer: The answer is, “Yes”.
Launching a workplace harassment prevention training can be a daunting task, particularly in a multi-state organization.
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