2022年就业法有待审查

2022年就业法有待审查

第一部分(一般法律)

Part one features more general laws that will apply to most organizations.

对于穿越州长办公桌的加州新就业法来说，这似乎是一个“光年”年, 然而, t在这里 are still some things you will want to know to prepare for 2022.

SB 807

Employer Record Retention Requirement Increased From 3 to 4 Years

正如你所知道的, employee personnel files should be retained as long as the employee is employed with the company. 在这项新法律下, 离职员工的就业档案须自离职之日起保存四年.

应用程序, 简历, 在做出录用决定后，面试记录和其他相关记录也必须保存4年. 

除了, 联邦和州对保留某些雇员记录和文件有其他要求. 如果您对与员工相关的文件的大量保留要求感到困惑，请betvlctor伟德吧SDHR咨询寻求帮助.

SB 606

Expanded Enforcement Opportunities for CAL/OSHA

This law expands Cal/OSHA’s enforcement powers in several ways. It creates two new categories of violations, ‘enterprise-wide’ and ‘egregious’. 

如果一个或多个工作场所没有符合规定的书面政策或程序，则企业范围的违规假定为全公司范围的违规. An egregious violation occurs when the employer makes no reasonable effort to eliminate a known threat, a violation results in the death of an employee(s) or in a large number of injuries or illnesses, has an extensive history of prior violations, or has intentionally and in bad faith disregarded their health and safety responsibilities.

While the law does not specifically address 新型冠状病毒肺炎, the sponsors plainly stated this was one of the reasons they introduced the bill, to ensure workers are safe as the pandemic continues.

公司需要确保所有工作场所都符合规定，并为员工提供一个安全的环境. 这不仅包括书面的伤害和伤害预防计划(IIPP)，还包括书面的COVID预防计划(CPP)。. SDHR咨询 will customize and write these required compliance documents for your organization.

AB 1003

增加对工资盗窃的惩罚

California has some of the strictest laws in the nation regarding employee wages. AB 1003 makes the intentional theft of wages, 包括小费, in an amount greater than $950 from any one employee, or $2,350 in total from 2 or more employees, by an employer in any consecutive 12-month period punishable as grand theft. 故意偷窃工资可以包括不按时支付员工的正常工资，或者不根据离职的情况在特定的时间框架内支付离职员工的工资.

AB 1033

California Family Rights Act – Expanded to Cover a Parent-In-Law

The California Family Rights Act (CFRA) was significantly expanded on January 1st, 2021 to cover small employers with five or more employees. CFRA规定，在过去12个月内工作时间超过1250小时的雇员，有权享受长达12周的受保护假期. 员工可以根据自己或家人生病或受伤等特定原因休此假, 出生, adoption or placement of a foster child, 以及正在服现役或被美国武装部队征召服现役的家庭成员.

1月1日开始, 2022, 被覆盖的家庭成员已经扩大，当员工需要照顾父母时，他们有权携带CFRA.

Have you updated your Employee Handbook in the last couple of years? If not, now is the time and SDHR咨询 can help!

AB 701

Productivity Quotas for Warehouse and Distribution Centers

该法律要求仓库和配送中心的雇主在雇佣时提供每一个非豁免雇员, 对员工预期完成的每项配额进行书面描述，包括详细的任务数量或生产材料. 书面描述必须包括因未能达到配额而可能导致的任何潜在的负面就业行动. 

雇主不得对未能达到配额的雇员采取消极雇佣行动，如该配额未以书面形式披露，或配额不允许雇员遵守休息或用餐时间.

SB 657

以电子方式分发文件

这项法律的目的是让雇主更容易地通过分发员工需要的betvlcto伟德他们工资的信息来支持他们的远程员工, 小时, 以及加州的工作条件. An employer can now distribute the California minimum wage, 病假, and Wage Order information to remote employees via email. 雇主必须继续在他们的工作场所张贴这些信息，就像他们会为他们的面对面/现场劳动力做的那样.

你们的海报是最新的吗?  SDHR咨询 can help ensure you have the latest and greatest posters at your workplace. This may seem like a small thing but fines can be up to $1000 per missing poster!

SB 331

Settlement and Non-Disparagement Agreements 

This law requires that employers who are implementing non-disparagement agreements as a condition of employment or who are offering a separating employee a severance agreement must include a provision stating the employee is allowed to discuss conduct by the company they believe to be unlawful in regards to all forms of workplace harassment or discrimination. 现行法律只有在雇员想要透露他们认为基于性别歧视或骚扰而非法的信息时才需要这一规定.

第二部分(具体法律)

Part two features specific laws that will pertain to organizations that meet certain criteria.

AB 979

公司董事会多元化

While this bill was passed in 2020, some of the deadlines are fastly approaching. 到2021年底, 主要执行办公室设在加州的上市公司必须至少有一名董事来自代表不足的社区. 到2022年底, 拥有4至9名董事的公司必须至少有2名董事，拥有9名或以上董事的公司必须至少有3名董事. A “Director from an underrepresented community is one who self-identifies as Black, 非裔美国人, 拉美裔, 拉丁美洲人, 亚洲, 太平洋岛民, 印第安人, 本土的夏威夷, 或阿拉斯加土著, 或者自认为是同性恋的人, 女同性恋, 双性恋, 或变性.”

SB 826

Female Representation on Corporate Boards

该法案于2018年通过，要求在加州设有行政办公室的上市公司董事会中至少有一名女性. Since this law was passed, the number of boards with no female directors has dropped from 30% to 2.3%到2020年底. 该法案的下一阶段要求，加州拥有6名或6名以上董事会成员的上市公司必须至少有3名女性董事，5名董事会成员必须至少有2名女性董事 到2021年底.

CalSavers

雇员超过50人的雇主必须在截止日期前为其加州雇员提供退休计划或参加州政府资助的计划, CalSavers, 是6月30日, 2021. For employers with 5+ employees, the deadline is June 30, 2022. CalSavers may be a great option for small employers to check out. Registration is now open on the CalSavers website.

加州提高最低工资标准

The state minimum wage, as well as many city minimum wages, are increasing effective January 1, 2022. Below is information for the state and Southern California cities with increases in 2022. You can find a full list of California city increases, including those in Northern California 在这里.

State of California Employer Classification	最低工资
雇主- 26名或以上雇员	15美元/小时
雇主- 26名或以上雇员 – Exempt	62400美元/年
雇主- 25名或以下雇员	14美元/小时
雇主- 25名或以下雇员 – Exempt	58240美元/年
电脑专业人士-豁免	$104,149.81 /年

Southern California City 最低工资s	最低工资
圣地亚哥——所有雇主	15美元/小时
西好莱坞: - 50 +员工 - 49名或更少的员工 ——酒店工作人员	$15.50个/小时 $15.00 /小时 $17.64 /小时

仲裁协议

加州通过了AB51法案，禁止雇主要求雇员签署仲裁协议作为雇佣条件. It was scheduled to go into effect on January 1, 2020, but was put on hold. 9月15日, 2021, the Ninth Circuit upheld most of AB51, which includes that employers cannot mandate employees sign the Agreement. The court’s ruling is being appealed, so we may see more on this issue. 现在, 用人单位应当在仲裁协议中明确劳动者自愿签订仲裁协议. 

Ban the Box Enforcement – CA Fair Chance Act

10月, the Department of Fair Employment and Housing (DFEH), 政府宣布将加强执法力度，通过扫描在线招聘广告，寻找表明雇主不会考虑任何有犯罪记录的求职者的声明. Their initial scans found 500 violations for which notices were sent to remove the unlawful statements. DFEH正在提供 工具包 to assist California employees to comply with the Fair Chance Act.

IRS Increases limits for contributions to 401k’s and Healthcare Flexible Spending Accounts (FSA)

Beginning in 2022, employees may now contribute $20,500 to their 401k. This is an increase of $1000 over the 2021 limit. Employees over age 50 may contribute an additional $6500 ‘catch-up’ contribution for the year.

The maximum an employee can contribute to a Healthcare FSA will increase by $100 from $2,750 to $2,850. The carryover amount an employee can roll over to the next year is also increasing and will be $570.

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