Hello and happy Fall,
It’s hard to believe that summer 2022 is in the books. Those crisp mornings and shorter days are upon us.
As always, there are developments on the California employment front.
First, we want to call your attention to the extension of Supplemental Paid Sick Leave through December 31, 2022. This is the 80 hour bank of time and applies to employers with 25 or more employees.
The big change that’s coming is our new Pay Transparency Law (SB 1162). There’s a lot here, so today we’ll just start the discussion.
- As of January 1, 2023 employers with 15 or more employees will need to include the pay range on every job posting. Now is the time to create salary ranges.
- Once you’ve created salary ranges, identify any concerns about your current staff and make a plan to address those. As of January 1, current employees may request their pay range.
- If you don’t have an HR system, this is one more reason to put one in place. The reporting requirements for employers with 100+ employees are getting a little more complicated starting in May 2023.
- Employers who don’t post pay ranges may be perceived as less desirable. They may be regarded as small (since they need at least 15 employees) or out of touch or just ignoring the law. In light of that, consider putting salary ranges in your job postings even if you don’t need to. This is a good time to review your job posting templates – do they highlight the best features of your company and the job opportunity?
- This is just one more opportunity to communicate to your employees – tell them what you know and what action you’re taking.
For more guidance on timing and what to do next, look here. Still have questions? Here are some answers.
What’s next? If you have questions, please talk to your Affogato HR consultant. We’ll keep learning more so we can support you.
There’s more to think about as the year comes to a close. We’ll be sending out additional communication soon.
Jonna and the Affogato HR Consulting team
The above/attached information is not a legal advice. It should not be considered as a legal opinion as to which laws apply or as to how any law applies to a particular situation. Companies or individuals should seek advice of Counsel with regards to their situation.