Are you auditing your employee licensure and training cycles?
Check your licensed employee’s licensure status to ensure the individual in question is qualified to perform the work they have been hired to perform and that licensure has not expired and is not subject to a disciplinary action. Track future renewal dates.
State and federal regulations require that employers provide specific training to employees and document that training. For example, compliance with sexual harassment prevention training should have been completed for each employee by the end of 2020.
Employers of five or more employees are required to provide one to two hours of sexual harassment prevention training to all employees depending on their role in the practice. Check certification documentation dates to track and ensure compliance training dates are met in 2022. Add LINK to CDA online training?
Are you utilizing a fair and consistent method to provide employee feedback?
Consider using a formal performance improvement plan as a part of your performance management strategy for employees with recurring performance issues. This action plan can help underperforming employees understand the actions they need to take to meet expectations of their role, attain goals and remain in good standing with their employer.
Typically, this type of plan addresses performance issues such as quality of work, poor attendance or behavior-related concerns, and details goals the employee should reach by a certain deadline. Ideally, the employee understands that immediate and sustained changes are necessary and that if expectations aren’t met as outlined in the plan, an employer may need to take further disciplinary action.
Ultimately, if it’s necessary to separate an employee from the practice, having a consistent protocol for addressing and documenting performance challenges may lower your legal risk.
Are you ready for CalSavers? The deadline is fast approaching.
California’s CalSavers Retirement Savings Program is a workplace retirement plan for employees whose employer does not already sponsor a qualified plan, like a 401(k).The CalSavers mandate states that all California employers with five or more employees should offer a retirement savings program or facilitate their employees’ access and contributions to the CalSavers program.
If you have at least five California-based employees, at least one of whom is age 18, and currently don’t sponsor a qualified retirement plan, your business is required to register for CalSavers. The registration deadlines for larger employers began in 2020 depending on the employer’s size. Employers with 50 or more employees are required to register now because the June 30, 2021, deadline passed. Employers with five or more employees have until June 30, 2022, to register.
Covered employer eligibility basis is calculated by averaging the number of employees you report to the Employment Development Department on your previous four DE9C filings for the prior year.