Services - Compliance

  • The HR Manager Whether you have questions on a frequent basis or once in long while, we are there when you need us. Our consultants have the expertise that comes with many years of hands on HR experience. We are not lawyers so we do not give legal advice, but we can guide you through the complexities of Human Resources from a practical perspective. Our goal is to create long-term relationships with you and earn your respect as a trusted advisor.

    Here are some of the new compliance issues our California clients are facing in 2012:

  • AB 22 prohibits employers and prospective employers, not including certain financial institutions, from obtaining and using consumer credit reports (credit information) about applicants or employees.
  • SB 299 requires all employers with five or more employees to continue to maintain and pay for health coverage under a group health plan for an eligible female employee who takes Pregnancy Disability Leave (PDL) up to a maximum of four months in a 12-month period.
  • SB 459 provides new penalties of between $5,000 and $25,000 for the "willful misclassification" of independent contractors.
  • AB 469 requires employers to provide nonexempt employees, at the time of hire, a notice specifying details about their payrate and certain employer information.
  • SB 272 clarifies the implementation of California's organ and bone marrow donor leave law.
  • SB 559 amends the Fair Employment and Housing Act (FEHA) to state that employers are prohibited from discriminating against employees on the basis of genetic information.
  • and more...
  • Here are some of the other issues that our clients have posed:

  • We have a manager who seems to keep saying the wrong thing. How do you recommend that we handle this?
  • We have a long term employee who just isn't keeping up with the changes in our organization. What are our options?
  • A newly promoted manager has starting dating a subordinate. Should we be concerned about this?
  • We have an employee who has a medical condition and has asked for time off even though she is still on probation. Should we grant the leave?
  • Should this position be classified as exempt?
  • We need to reduce our workforce. How should we handle this situation?
  • We are going to our first unemployment hearing. What should we expect?
  • I've never written a letter explaining this particular employment situation. Could you work with me to make sure that the letter covers all of the essential issues?