Emplicity

Employers in this same category are already required by federal law to file an annual Employer Information Report (EEO-1), but under this new law they must also submit a pay data report to the California Department of Fair Employment and Housing (DFEH) by March 31, 2021. Employers are required to group employees by job category, pay band, race, ethnicity, and sex, and then report the number of employees within each group and the total hours worked by the employees in that group, as well as some additional information, to DFEH as a California Pay Data Report. * Using the employees from the Snapshot Period, identify or calculate each employee’s: Earnings in the entirety of 2020 (not just during the Snapshot Period), as shown in Box 5 (Medicare wages and tips) of the employee’s IRS Form W2, and the employee’s corresponding pay band; Number of hours worked in the entirety 2020 (not just during the Snapshot Period) and any form of paid time off the employee received; * Earnings in the entirety of 2020 (not just during the Snapshot Period), as shown in Box 5 (Medicare wages and tips) of the employee’s IRS Form W2, and the employee’s corresponding pay band; * Number of hours worked in the entirety 2020 (not just during the Snapshot Period) and any form of paid time off the employee received; * Group employees by job category, pay band, race/ethnicity/sex, and then calculate the total number of employees in each group and the total hours worked in 2020 by the employees in each group.

Using widely available personal information and targeting states with weak verification processes, criminals can apply for and collect unemployment insurance (UI) benefits on behalf of the victim – even if they aren’t unemployed. The Employment Development Department (EDD) had not only approved the scammer’s unemployment claim, but the department also later increased the benefit amount from the initial claim of $167 per week up to $450 per week. Remind employees to file a report with the Federal Trade Commission (FTC), notify the major credit bureaus, review their credit report, and set up fraud alerts. It’s crucial for the HR department to diligently monitor and confirm the legitimacy of any UI claims that come in, but employees can help these efforts by reporting any and all suspicious UI activity.

There are over 40 individual minimum wage increases in the state for specific cities, counties and/or municipal areas that employers in those areas must meet. Minimum wage in California will continue to rise each year on a state-wide basis until it reaches $15.00 an hour; which will occur on January 1st, 2022 for large (26 or more employees) employers and in 2023 for smaller (25 or fewer employees) employers. Many cities, counties and municipal areas have their own set of minimum wage ordinances that are above state and federal levels in order to meet the cost-of-living demands in those areas. The federal minimum wage is not increasing January, 1st, 2021, however, California is not the only state with minimum wage increases that exceed federal requirements.

“COVID-19 Exposure Law” AB 685 is new legislation that does two things: (1) establishes statewide occupational safety standards for how employers should handle potential exposure and confirmed COVID-19 cases in the workplace and; (2) provides the California Division of Occupational Safety and Health (Cal/OSHA) with expanded authority to enforce the new requirements and take action to protect employees, including shutting down worksites deemed to be an “imminent hazard” due to COVID-19 risk and imposing civil penalties on employers for non-compliance. The law also mandates handwashing requirements for employers of “Food Sector Workers” and includes a small employer family leave mediation pilot program (for employers with 5 – 19 employees) which is designed to assist in the resolution of claims relating to non-compliance with expanded family and medical leave. ” SB 275 amend the Health and Safety Code and Labor Code to require the State Department of Public Health to develop and maintain a stockpile of PPE, and, beginning January 1, 2023, mandate the development and maintenance of PPE stockpiles by certain employers for use in the event of a declared state of emergency. ” SB 1159 establishes a “rebuttable workers’ compensation presumption” for workers that contract COVID-19 under certain conditions by first, codifying Newsom’s workers’ compensation executive order for workers who contracted COVID-19 between March 19, 2020, and July 5, 2020, and, second, creating a rebuttable presumption for first responders and health care personnel who contract COVID-19 after July 6, 2020.