Mid-year check in 2023

As we approach the second half of 2023, now is the perfect time for a mid-year checkup of changes that may affect your business.

Increased Pay Transparency 

California employers are navigating the new pay transparency requirement which went into effect on January 1, 2023. SB 1162 requires employers to increase transparency for current employees and candidates. This post includes new information from the Department of Industrial Relations (DIR) FAQ’s.

Read the full post here. 

Compliance poster updates

Employers can expect a mid-year change to compliance posters this summer. In response to the Pump Act passed at the end of 2022, the Federal Minimum Wage notice will be updated. 

If you receive posters from HRDR, you will receive outreach from our team once we receive the posters. 

Minimum Wage Increases

Twelve California cities/counties will see increase to minimum wage effective July 1. These areas are:

• Alameda

• Berkley

• Emeryville

• Fremont

• LA City

• LA County

• Malibu

• Milpitas

• Pasadena

• San Francisco 

• Santa Monica

• West Hollywood 

• 
  

Changes to identification verification for Form I-9 compliance

It was great while it lasted! The US Immigration and Customs Enforcement (ICE) has announced the end to the remote identification verification flexibilities offered during the COVID-19 pandemic. These temporary regulations allowed employers to verify forms of identification virtually in order to complete the Form I-9. These temporary regulations will come to an end on July 31, 2023.

Read our full post here.

EEO-1 Reporting

Companies with over 100 employees are required to report employee demographic information characterized by race/ethnicity, gender, and job category. The US Equal Employment Opportunity Commission (EEOC) will be collecting data for 2022 beginning mid-July 2023. 

SB 1343 - EEO training

Companies with 5 or more employees must provide EEO training to all employees every other year. The training must cover sexual harassment, abusive conduct, and harassment based upon gender. Employees that manage and/or oversee the work of others are required to attend a two-hour, supervisor session. All other employees are required to attend a one-hour session.

In preparation for 2024 – Cannabis protection in the workplace 

Governor Newsom signed AB 2188 which expands employees’ rights to fight discrimination for off duty cannabis use. This new law does not go into effect until January 1, 2024. However, sweeping changes will be needed so employers should start to prepare this year.

Read our full post here. 

In Summary

A consultant is available to assist you if you have questions about these or other updates. Contact a member of our team if you would like to be added to our annual compliance poster distribution list.