Good morning, everyone. My name is Terra Ribeiro. I'm the benefit specialist here at Payday Workforce Solutions. I'd like to thank each and every one of you for joining us for today's 2019 HR legal updates webinar. As you are all aware, our wonderful partner Miss Terry Olsen from HR Prescriptions is here to provide us with this information-packed session. This is her third year in a row doing this webinar for us, and she will be getting us up to speed on all the new developments in the world of HR to prepare us for 2019. Without further ado, I will go ahead and hand it off to Terry. Good morning, everyone. I do want to make sure that you all know that I am NOT an employment attorney, so this is not legal advice or anything. It's just letting you know what's going on for 2019. So let's get started. Here's what we're going to talk about today: the mandated sexual harassment prevention training that is going to be required of employers with five or more employees. I'll get into the details of that. We'll also provide an update on the applicant's salary history law that went into play last year and the minimis doctrine, which is a lawsuit against Starbucks. I'll clarify whether the result is as an "or" or what the result of that case is. Then we'll discuss the lactation accommodation and the added requirement that specifies it. We'll also touch on defamation protection regarding sexual harassment confidentiality clauses in settlement agreements. There is also a new requirement on human trafficking awareness and some expansion coming up on the paid family leave benefits, which will be implemented in 2020. However, all the other laws are going to be effective on January 1st of this coming...
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Employment Verification laws california Form: What You Should Know
They typically want information if a new job is available; the reason they've posted/announced the job; whether the employee has had offers; how long the employee has worked there; how much he or she is paid; and whether the current position is full-time, part-time, temporary, temporary probationary, or on a probationary period. The California Division of Occupational Safety and Health, which enforces the state's minimum wage, overtime, overtime pay rates, child labor, and other employment and workers' compensation laws also requires employers to send employers who may be delinquent in reporting the information, to show cause as to why they should not be penalized. Employers face fines of up to 3,000 for every month that does not report required information. See Employment verification rules and regulations in California. What is the maximum fine for violation in California?  California labor laws do not define and do not list the exact amount of the fine. What I found is, under current federal law, the minimum fine a business can face for failure to pay a wage or overtime rate required under federal law, is 10,000 in a state or local government. So that would be 25,000 for failure to pay the minimum wage. If you work in any of those states where the minimum wage is equal to or less than the federal minimum wage (about 6.30 per hour in California) the maximum fine is zero (no penalty or fines). Employer responsibilities in California When it comes to employment law for California, these are the two main points that an employer needs to deal with: The employer must have a valid California wage/hour claim form. The employer must provide correct information for verification. (Note: California employers who do not have a valid wage/hour claim form for verification purposes, are not subject to prosecution under the Fair Labor Standards Act. California's employers who do not comply are liable for a civil penalty (fines and costs) of up to 2,500 for each non-compliance. See California's Labor Code §§.  California's employers who do not comply with this requirement may also be subject to the following civil penalties: 1,000 per day for each day of non-compliance; 1,650 per week or 20 percent of the first 10,000 of the business' gross receipts each month for each month of non-compliance; or 10,000 for each calendar year of non-compliance.
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