As 2017 comes to a close many Human Resource departments should start preparing for the 2018 New Year. Now is the perfect time to audit personnel files and complete all of the changes for Employee Handbooks.
Employers will see many new regulations take effect on January 1st, and it is important to ensure all of these updates are reflected in the Employee Handbook. It is also highly suggested that employers ensure they update existing Arbitration Clauses, Social Media Policies, Hostile Work Environment, and Whistleblower policies.
California has four (4) major regulations taking effect on January 1, 2018. A.B.168 bans salary history inquiries of candidates. Employers must provide an applicant with the pay scale for the position for which they have applied. S.B.63 requires companies with twenty (20) or more employees with 12 weeks of unpaid, job-protected parental bonding leave. A.B.1008 (Ban-the-Box) prohibits employers from inquiring about a candidate’s previous criminal convictions until after a condition offer of employment. S.B. 396 requires manager bi-annual training include gender identity, gender expression and sexual orientation.
The best thing a company can do is to review their handbook on an annual basis and update any changes to reflect current regulations. In California, this means on a semiannual basis, January and July.
If you would like any more information, please visit www.hrodconsultants.com and we will be more than happy to assist you and your company with your human resources needs.
