Forget the champagne and confetti—HR teams have a different kind of New Year’s tradition.
Every January, states and cities across the country enact laws impacting company policies and employee wages. While the Trump administration has slowed regulations at the federal level, local activity has remained fast and furious. Over 80 new employer requirements will take effect on January 1, 2019, involving workplace issues ranging from overtime exemption to criminal history access.
Building diverse companies has always been an HR best practice, especially when it comes to the highest levels of leadership. With a law recently signed by California Governor Jerry Brown, it will soon be a state requirement.
California has long had a reputation of employee-centric legislation, and the state doesn’t mess around when it comes to talent acquisition. With some of the most comprehensive laws around employee screening and eligibility, it can be quite a hurdle to find, interview, and hire local talent. Whether you are headquartered in the Golden State or are considering opening an office there, it’s crucial for HR to be aware of the do’s and don’ts of California hiring practices.
California is known for offering some of the country’s most robust family leave benefits. Effective this year, new parents at smaller companies in the golden state can take advantage as well.
If you can make it there, you’ll make it anywhere. We’re not talking about the Big Apple—the state of California may just be the hardest place in the country to be an HR professional. The HR Certification Institute goes as far as to even offer a separate credential, the PHRca, just for the state. No other state has that honor—so what’s special about California?
When it comes to recruiting in the Golden State, some questions are better left unasked.
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California recruiters, take note: with a bill just passed by both the senate and assembly, the Golden State is poised become the latest jurisdiction to ban salary history questions.
Joining the likes of New York City, Massachusetts, and a handful of other local governments, San Francisco passed a city ordinance barring companies from asking questions about a candidate’s salary history. Mayor Ed Lee signed the bill into law on July 19, 2017 with a plan to fully implement it by 2018.
With a new bill charging ahead in the California state legislature, employers may soon be able to establish recruiting policies that favor military veterans over other candidates.