Human Resources

The most important and valuable asset successful companies have is their employees.  Yet, this asset does not show up on the balance sheet.

Having qualified people, giving them proper training, motivating them with recognition and/or monetary rewards and offering a competitive compensation package is key.

Complying with current employment laws is becoming increasingly complex each year.

California is stricter than the other 49 states.

San Diego has a city minimum wage to comply with, which we can discuss further, as we also do San Diego Payroll.

San Diego Bookkeeping and Accounting will be happy to make your employee handbook.

San Diego employee handbooks need to be compliant with the local laws, and need updating as laws change.

An Employee Handbook needs to be consistent with actions taken by the company.

Consistency with all employees is legally required.

California State laws regarding employees tend to be stricter than the Federal laws.

There are a large number of agencies each dealing with different rights or laws. While all of these agencies have phone numbers and people to help you, it can be challenging and time consuming to know which one to call for each problem. Also, consider the time involved with being placed on hold to find out you have the wrong department.

Here is a list of some of the agencies a company may need to call:

No matter if you have 1 employee or 25 employees, you have compliance. The more employees you have, your company takes on even more compliance.

Did you know if you fill out the I-9 incorrectly you can be fined $100 per line that is incorrect?  The chances of someone coming in to read your employee paperwork to see if it is done correctly is pretty slim.  However, if you show up to court with a disgruntled employee and your fist impression to the judge is you did not take the time to fill out the first form your employee filled out correctly this would be a strike against you.

Restroom breaks

The Fair Labor Standards Act gives employees the right to go to the restroom.

United Stated Department of Labor enforces this law and states: “Breaks from 5 to 20 minutes must be counted as hours worked.

Even though they are not required by the FLSA, if you permit your employees to take breaks, they must be counted as hours worked. This includes short periods the employees are allowed to spend away from the work site for any reason.

For example

• smoke breaks,
• restroom breaks,
• personal telephone calls or visits, or
• to get coffee or soft drinks, etc.”

(http://webapps.dol.gov/elaws/whd/flsa/hoursworked/screenER5.asp)

The number of employees you have has a huge impact on compliance!

Cal/OSHA website states: “employers with

10 or fewer employees

and business establishments in certain industry classifications are partially exempt from keeping OSHA injury and illness records.”

U.S. Equal Employment Opportunity Commission states: “The term “employer” means a person engaged in an industry affecting commerce who has

fifteen or more employees

for each working day in each of twenty or more calendar weeks in the current or preceding calendar year, …”

https://www.eeoc.gov/laws/statutes/titlevii.cfm

San Diego Human Resources is confusing, and different amounts of employees lead to different compliance levels.

San Diego Bookkeeping and Accounting will navigate San Diego Human Resources.