Yes there are minimums – but the numbers might surprise you. General rule of thumb: an employer of one is the same as an employer of many. Yes, there are minimums for a number of labor laws – but the numbers might surprise you. Here are some of the big ticket items.
Imputed income is an animal of the IRS. Our tax friends needed a way of determining how to tax a service or benefit that employers provide for employees. Some services/benefits are considered exempt from taxes (such as the company paid portion of medical insurance premiums)
Internships are a wonderful thing – they give an inquiring young mind the opportunity to experience a working environment, and they give the company access to fresh talent. But beware – if your internships are unpaid, you are limited in how, and under what circumstances, you use that talent.
All employers (no matter how small) are required to maintain this coverage for all employees. The cost of employees extends beyond salary. There are a number of insurance plans required by law, including Unemployment Insurance, Worker’s Compensation Insurance and Disability Insurance.
Searching for, and selecting, the right candidate does not need to be painful. And the payoff? Well the payoff is excellence. You have the right people on the team, doing the right jobs, and making the place buzz with innovation and growth. But making that happen takes more than knowing the right interview questions to ask.
New regulations address protections related to gender identity The California Office of Administrative Law just approved new regulations which expand existing protections under California’s Fair Employment and Housing Act (FEHA). Specifically the regulations address protections related to gender identity, and are effective July 1, 2017
Employment status (also known as classification) is the single greatest area of exposure for employers, large and small. Misclassified workers have resulted in class action suits and multi million dollar pay outs for well know employers (Microsoft, Farmers Insurance, Pacific Bell, Rite Aid Corp). But it is not just the Fortune 500; emerging companies and small businesses are at significant risk as well.
When does overtime kick in, what about lunches and breaks? Determining when an employee is eligible for overtime in California can be a complex process. However, once you know they are eligible for overtime pay, how do you calculate it, when does it kick in, what about lunches and breaks?