Part one features more general laws that will apply to most organizations.
似乎今年是加州新就业法顺利通过州长办公室的一年, 然而, t在这里 are still some things you will want to know to prepare for 2022.
Employer Record Retention Requirement Increased From 3 to 4 Years
正如你所知道的, employee personnel files should be retained as long as the employee is employed with the company. 根据这项新法律, 离职员工的聘用档案必须保存四年，自离职之日起.
应用程序, 简历, 面试记录等相关记录也必须在录用决定后保存4年.
除了, 联邦和州对某些员工记录和文件的保留也有其他要求. 如果您对员工相关文件的大量保留要求感到困惑，请betvlctor伟德吧SDHR咨询公司寻求帮助.
Expanded Enforcement Opportunities for CAL/OSHA
This law expands Cal/OSHA’s enforcement powers in several ways. It creates two new categories of violations, ‘enterprise-wide’ and ‘egregious’.
如果一个或多个工作站点没有符合规定的书面策略或流程，那么整个企业范围内的违规就是假定整个公司范围内的违规. An egregious violation occurs when the employer makes no reasonable effort to eliminate a known threat, a violation results in the death of an employee(s) or in a large number of injuries or illnesses, has an extensive history of prior violations, or has intentionally and in bad faith disregarded their health and safety responsibilities.
While the law does not specifically address 新型冠状病毒肺炎, the sponsors plainly stated this was one of the reasons they introduced the bill, to ensure workers are safe as the pandemic continues.
公司需要确保所有的工作场所都遵守规定，并为员工提供一个安全的环境. 这不仅包括书面的伤害和伤害预防计划(IIPP)，还包括书面的COVID预防计划(CPP)。. SDHR咨询 will customize and write these required compliance documents for your organization.
California has some of the strictest laws in the nation regarding employee wages. AB 1003 makes the intentional theft of wages, 包括小费, in an amount greater than $950 from any one employee, or $2,350 in total from 2 or more employees, by an employer in any consecutive 12-month period punishable as grand theft. 故意窃取工资包括不按时支付员工的正常工资，或者根据离职员工的情况，不在规定的时间内支付离职员工的工资.
California Family Rights Act – Expanded to Cover a Parent-In-Law
The California Family Rights Act (CFRA) was significantly expanded on January 1st, 2021 to cover small employers with five or more employees. CFRA为在过去12个月内工作超过1250小时的员工提供长达12周的保护假期. 员工因特定原因(如自己或家人生病或受伤)可享受休假, 出生, adoption or placement of a foster child, 以及被美国武装部队征用或正在服役的家庭成员.
1月1日开始, 2022, 该保险覆盖的家庭成员已经扩大，员工在需要照顾岳父岳母时有权参加CFRA.
Have you updated your Employee Handbook in the last couple of years? If not, now is the time and SDHR咨询 can help!
Productivity Quotas for Warehouse and Distribution Centers
这项法律要求仓库和配送中心的雇主在雇用时提供每个非免税员工, 书面描述员工期望达到的每个指标，包括任务的数量或需要生产的材料. 书面描述必须包括任何潜在的消极就业行动，可能导致未能达到配额.
这项法律的目的是让雇主更容易通过分发员工需要的有关工资的信息来支持他们的远程员工, 小时, 以及加州的工作条件. An employer can now distribute the California minimum wage, 病假, and Wage Order information to remote employees via email. 雇主必须继续在他们的工作场所张贴这些信息，就像他们对亲自/现场的员工做的那样.
你的海报是最新的吗? SDHR咨询 can help ensure you have the latest and greatest posters at your workplace. This may seem like a small thing but fines can be up to $1000 per missing poster!
Settlement and Non-Disparagement Agreements
This law requires that employers who are implementing non-disparagement agreements as a condition of employment or who are offering a separating employee a severance agreement must include a provision stating the employee is allowed to discuss conduct by the company they believe to be unlawful in regards to all forms of workplace harassment or discrimination. 目前的法律只在员工想要披露他们认为因性别歧视或骚扰而非法的信息时才需要这一条款.
Part two features specific laws that will pertain to organizations that meet certain criteria.
While this bill was passed in 2020, some of the deadlines are fastly approaching. 到2021年底, 在加州设有主要执行办公室的上市公司，必须至少有一名来自代表性不足社区的董事. 到2022年底, 董事人数在四人至九人的公司中，必须有二人以上的董事;董事人数在九人以上的公司中，必须有三人以上. A “Director from an underrepresented community is one who self-identifies as Black, 非裔美国人, 拉美裔, 拉丁美洲人, 亚洲, 太平洋岛民, 印第安人, 本土的夏威夷, 或阿拉斯加土著, 或者自认为是同性恋的人, 女同性恋, 双性恋, 或变性.”
Female Representation on Corporate Boards
该法案于2018年通过，要求在加州设有执行办公室的上市公司董事会中至少有一名女性. Since this law was passed, the number of boards with no female directors has dropped from 30% to 2.到2020年底达到3%. 该法律的下一阶段要求，在加州拥有6名或6名以上董事会成员的上市公司至少有3名女性董事，5名董事会成员必须至少有2名女性董事 到2021年底.
雇员人数超过50人的雇主向加州雇员提供退休计划或加入国家资助计划的最后期限, CalSavers, 是6月30日, 2021. For employers with 5+ employees, the deadline is June 30, 2022. CalSavers may be a great option for small employers to check out. Registration is now open on the CalSavers website.
The state minimum wage, as well as many city minimum wages, are increasing effective January 1, 2022. Below is information for the state and Southern California cities with increases in 2022. You can find a full list of California city increases, including those in Northern California 在这里.
|State of California Employer Classification||最低工资|
|雇主- 26名或以上雇员 – Exempt||62400美元/年|
|雇主- 25名或以下雇员 – Exempt||58240美元/年|
|Southern California City 最低工资s||最低工资|
- 50 +员工
加州通过了AB51法案，禁止雇主要求雇员签署仲裁协议作为雇佣条件. It was scheduled to go into effect on January 1, 2020, but was put on hold. 9月15日, 2021, the Ninth Circuit upheld most of AB51, which includes that employers cannot mandate employees sign the Agreement. The court’s ruling is being appealed, so we may see more on this issue. 现在, 雇主应在仲裁协议中明确，雇员签署仲裁协议是自愿的.
Ban the Box Enforcement – CA Fair Chance Act
10月, the Department of Fair Employment and Housing (DFEH), 宣布将加强执法力度，通过扫描在线招聘广告，寻找雇主不会考虑任何有犯罪记录的求职者的声明. Their initial scans found 500 violations for which notices were sent to remove the unlawful statements. DFEH提供了一个 工具包 to assist California employees to comply with the Fair Chance Act.
IRS Increases limits for contributions to 401k’s and Healthcare Flexible Spending Accounts (FSA)
Beginning in 2022, employees may now contribute $20,500 to their 401k. This is an increase of $1000 over the 2021 limit. Employees over age 50 may contribute an additional $6500 ‘catch-up’ contribution for the year.
The maximum an employee can contribute to a Healthcare FSA will increase by $100 from $2,750 to $2,850. The carryover amount an employee can roll over to the next year is also increasing and will be $570.
Traci是一名人力资源顾问，在SDHRC工作超过2年，在员工关系方面有超过32年的经验, conflict resolution benefits administration, 培训和发展, 工人薪酬和人员配备! Traci is also a Professor who enjoys traveling and spending time with her 16-year-old “puppy”.