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Impending California labor law changes

B Gorman
Tahoe Chamber

With June nearly upon us most of us here in Tahoe are gearing up for summer, especially local businesses that rely upon the forthcoming tourism to propel them through the rest of the year. As excited as we all are to welcome warm weather and days on the lake, it is also a good time to re-evaluate your business goals and prepare your business for mid-year changes to HR laws. After the long weekend, it is the perfect time to come back to your business refreshed and ready to tackle this new HR update for California.

Paid Sick Leave

It seems like only yesterday we mentioned California’s new mandatory paid sick leave law (the Healthy Workplaces, Healthy Families Act of 2014) and it will be in effect July 1. With only a little more than a month left before this deadline, it is crucial for businesses to become familiar with the requirements of this new law and prepare their establishments accordingly.



Similar to typical labor law posters, businesses must display a paid sick leave poster for employees, which advises them of their sick leave rights. Tahoe Chamber offers an all-in-one labor law poster via CalChamber to meet the requirements of the California Labor Commissioner. In addition to the poster, employers must provide written notice of this information to new and existing employees. New employees hired after Jan. 1 should receive the most up-to-date version of the Wage and Employment Notice to Employees (available for download on our website under Business Resources), while employees who were hired before Jan. 1 must be notified individually of the change. The only variance in delivering the information is that employers have until July 8 to inform employees hired before 2015. There are several ways that you can inform employees of the update including a notice provided by the Labor Commissioner or a personally written notice.

The new law extends to recordkeeping, as well, with employers required to keep records for at least three years that detailed the number of hours an employee worked, the number of paid sick days accrued and the number of paid sick days used. As with all other business-related documents, it’s essential to keep sufficient records! If the above information is not recorded, then the employer could be held liable to give the employee the max number of hours accruable. To avoid any complications and meet compliance, make sure that employees are always informed about the number of hours they have available for sick leave. Ensure that your recordkeeping systems are up to par to ensure all records are accurate.



Available forms and California labor law posters are available for members at a discounted rate on http://www.tahoechamber.org under Business Resources. You can also give us a call anytime to ensure you’re in compliance.

“B” Gorman, J.D., A.C.E. is the president/CEO of the Tahoe Chamber.


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