Anna Yates, SPHR

Heads up, CA employers! ⚠️ New compliance requirements for Workplace Violence Prevention and overtime laws are upon us. Message me for a breakdown of what you need to know to stay compliant, or reach out to us at Countsy if you’re looking to outsource your HR or compliance function. #CAHR #HROutsourcing #HRConsulting #startups #startuplife

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In an effort to address workplace violence, California Governor Gavin Newsom signed Senate Bill 553 on September 30, 2023. The deadline for implementation is July 1, 2024, leaving employers with limited time to prepare. This first-of-its-kind legislation requires employers to establish basic safeguards to ensure the safety of their employees while on the job. Download Atrium's latest Fact Sheet below for a summary of what is required under the new bill.

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California employers, mark your calendars! 📅 Starting July 1, 2024, compliance with SB-553, the Workplace Violence Prevention Plan Law, becomes mandatory. This legislation aims to safeguard employees and create safer work environments. Are you prepared? Let's chat to ensure your workplace is compliant and your team is protected! #WorkplaceSafety #SB553 #Compliance #HR

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We are hosting a webinar to chat about "workplace violence prevention". It's a complex, often intimidating topic, for sure! California has some requirements for all employers by July 1 in this regard; certainly other states will follow - now is the time to be prepared! Sign up here: https://lnkd.in/gw7DFRtk If you need help tackling the topic overall, we are here to help! We have a comprehensive toolkit that includes instructions, forms, templates, and training samples. Let me know if you want to chat! #hr #workplaceviolenceprevention #compliance

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Great article on the expansion of SB 848 Bereavement Leave and Reproductive Leave. If you are like me I am always looking for ways to understand the latest in leaves and the various types an employee can take.

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Every week, I tune in to the HR Besties podcast, and I must say, it's a must-listen for anyone in HR. Today, I was particularly struck by Leigh Elena Henderson (one of the hosts) words on disconnecting during vacation: "We have one life, and this time is precious." Truly resonating and a reminder that we all need. #HR #WorkLifeBalance

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This will be an informative and interactive conversation with one of Oregon's best and most engaging State Economists. Damon will share insights that will help you elevate your influence for more strategic hiring. #talentacquisition #recruiting #strategichiring #beinformed

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Insights: ADA doesn’t require candidates to disclose disabilities in interviews, EEOC reminds employers (Part 2 of 2) Hiring practices involve a number of ADA-related compliance issues, and the lawsuit offers a few takeaways on what to look out for. First, employers should remember that the ADA generally prohibits them from considering an applicant’s disability when making a hiring decision, an EEOC guidance states. There are limited exceptions, such as in an EEOC example in which a small repair company wants to fill a carpenter position that requires the use of power saws and other dangerous equipment. In that scenario, the company could refuse to hire an applicant with narcolepsy, which causes her frequent and unexpected loss of consciousness, if there is no reasonable accommodation that would limit or eliminate the risk of harm, the EEOC says. The job interview is a second area potentially ripe for slip-ups. Last month, restaurant chain operator GMRI, Inc., doing business as Olive Garden, agreed to pay $30,000 to settle an EEOC lawsuit alleging that a general manager asked illegal questions to an applicant interviewing for a busser position. According to the lawsuit, the manager asked the applicant about his use of a cane to walk, what was “wrong with” him and how “bad” his disability was. The manager then allegedly ended the interview, and the restaurant declined to hire him because of his disability, the EEOC alleged. It’s for this reason — to guard against employers unlawfully considering an applicant’s disability in the selection process — that the ADA generally prohibits them from asking disability-related questions until after the applicant has been given a conditional job offer, another EEOC guidance explains. However, some inquiries are allowed. For instance, before making a job offer, employers can ask an applicant if they will need an accommodation to perform a specific duty, the EEOC points out. The All Day Medical Care lawsuit highlights a third area for mistakes: When an employee raises issues of reasonable accommodation, “an employer must engage in the interactive process,” Lawrence said. An EEOC enforcement document describes this as “an informal process to clarify what the individual needs and identify the appropriate reasonable accommodation.” As part of the process, employers can ask questions that will let them make an informed decision about the request, including what type of reasonable accommodation is needed, the document says. Here, after the CEO told the scheduling assistant to leave, her caseworker contacted the CEO and offered to install and pay for the requested software, but the CEO continued to refuse to provide an accommodation, the EEOC alleged. The scheduling assistant also tried to phone and text the CEO but received no response. Instead, the company allegedly violated the ADA by refusing to provide her with a reasonable accommodation and by terminating her because of her disability.

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Having been on the recruiting agency side, I know that business development is critical and yet can also be challenging to break through to potential clients. As someone on the other side, some might say the dark side, as the head of HR, I'd like to offer a suggestion or three. 1) Don't just blind submit a prospective candidate to me unsolicited. You probably already know this though. 2) Don't send me an email that says you read our job posting online and have "the perfect candidate". If we don't have a business relationship it is highly unlikely that you do (see item 1 above). 3) Don't email me each week with the same stock language, especially after I've let you know that we aren't accepting agency referrals. I try to respond to recruiters as a professional courtesy. As I said, I've been in those shoes. There may well come a time when we are looking for agency support and I will only work with recruiters invested in learning our business and our culture. And before you fire up the keyboard, this is not an open invitation for meetings. Timing is everything. So hoist the jolly roger and keep seeking treasure. Recruiting is an awesome profession and I value those partners who genuinely distinguish themselves.

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Reflecting on Jack Kelly's article from over three years ago about the challenges facing older workers in the job market, I can't help but share my own experiences. As someone in this targeted age group, I've found it increasingly difficult to secure a job that reflects my worth, particularly here in southern California where the cost of living is high. The statistics don't paint an encouraging picture for older individuals still years away from retirement. Even individuals as young as 45 are facing job losses, which is deeply concerning. With 24 years of experience in Human Resources, I understand firsthand what employers look for in top candidates. Age often plays a significant role, whether it's acknowledged or not. Despite possessing exceptional qualifications and experience, older candidates are often overlooked due to concerns about higher pay, increased benefit costs, and perceived health risks. It's time to acknowledge the invisible discrimination that exists and have an honest conversation about it. Older employees bring years of loyalty, discipline, and dedication to their work, along with pride in their results. Have we forgotten the contributions of our elders who paved the way for success? I've been in the workforce since the age of 16, and despite my skills and dedication, I've struggled to find a position that values my experience over my age and salary expectations. We need organizations to return to hiring based on merit, integrity, and experience rather than fixating on age. It's disheartening to see staffing agencies and recruiters ignoring candidates over 45, causing many deserving individuals to be overlooked. I hope that organizations will wake up to the value older workers bring before it's too late to rectify these injustices. https://lnkd.in/gWX_QNub

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Give Sarah a call and let TAC assist with your recruiting needs.

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Discover how to avoid the 5 most common mistakes California employers make with their Sick/PTO policies. California regulations can be confusing, leading many employers to implement non-compliant policies. Since new regulations took effect in January 2024, it's estimated that only half of California's employers have a compliant Sick/PTO policy. This means there's a high chance that your policy may not be compliant, potentially putting you at risk of fines or lawsuits. Luckily, there are simple adjustments you can make to bring your policies back into compliance. Join our free Sick/PTO Compliance Tips webinar hosted by employment attorney Chris Olmsted. Click to learn more: https://lnkd.in/gT_fzY9T P.S. This program is approved for HRCI and SHRM credit SelectHCM Michael Valenzano EARL WERNER Melissa Lockhart Chris Olmsted CAHIP San Diego San Diego SHRM (Society for Human Resource Management) SHRM Northern California Central California SHRM HRCI San Diego Employers Association SDHR Forum

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Excited to share my latest video discussing California's new minimum wage requirements. Staying informed is key to compliance and fairness in your organization. What do these regulations mean for your business? Guardian HR has the expertise to guide you, ensuring you sidestep wage & hour lawsuits. Let's stay proactive and thrive with integrity. Visit https://lnkd.in/gD99NA7b and schedule your demo today! #HR #Compliance #MinimumWage #CaliforniaLaw #HRManagement #BusinessSupport

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Employers - Great article from Fisher Phillips on potential changes for employers if PAGA reform becomes law! What Should You Do? Employers should monitor the legislation to keep track of whether these groundbreaking changes become law. You should immediately commence processes and take “reasonable steps” for your organization to avail yourselves of these welcome changes. This includes updating your handbook, conducting audits, and training your employees. You should also immediately consult your legal counsel to ensure that the processes are consistent with legal obligations. We will continue to monitor these fast-moving developments and provide updates as necessary, so make sure you are subscribed to Fisher Phillips’ Insight System to get the most up-to-date information. 

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Why is leave management important to California employers? -- Leave management is a critical aspect of human resources in California, ensuring that organizations comply with state laws, support employee well-being, maintain productivity, and mitigate risks. Implementing effective leave management systems and policies helps create a supportive and compliant workplace. Leave management is crucial for businesses in California due to the state's comprehensive and employee-friendly labor laws. Effective leave management ensures compliance with these regulations, promotes employee well-being, and maintains organizational productivity. 

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Did you know that Colorado SHRM chapter members receive a discount on #HRCertPrepPros certification prep courses and test-taking workshops? It's true! We are committed to your advancement and success at all stages of your HR career. Check out our summer courses & workshops at HRCertPrepPros.com and get certified in 2024! #aPHR #PHR #SPHR #SHRMCP #SHRMSCP #HRCertification #HRCertificationPrep #HRCI #SHRM #HRCP

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