San Jose voters passed a ballot measure last fall that requires San Jose employers with 36 or more employees and who are subject to the San Jose Business License Tax or who maintain a facility in San Jose to offer additional work hours to existing qualified part-time employees before hiring new employees, including subcontractors or temporary staffing services. The San Jose Opportunity to Work Ordinance, which became effective March 13, 2017, requires local employers to ensure their part-time staff have first consideration for additional hours and full- time jobs before an employer may hire from the outside. The driver behind the ordinance was to prevent employers from keeping workers below 30 hours per week and avoid providing mandatory health care and other benefits not normally available to part-timers.
The Ordinance is not clear on how the 36 employee threshold is applied, but it appears that this only applies to the number of employees the employer has actually working in San Jose. There is an exception for chain business and franchises, which includes the total number of employees at every location owned by the franchisee or chain, whether or not located in San Jose.
No sweat, you say? Of course, San Francisco led the way on this move with the Formula Retail Employees Ordinances in 2016. Currently, the California Assembly is proposing AB 5, the “Opportunity to Work” bill, which if passed, would apply similar scheduling requirements to all California employers with 10 or more non-exempt employees in the state. We’ll keep you posted.
Since very few of our clients are subject to this new San Jose Ordinance, we’ll not dive deep on the details. The website and ordinance can be found here. There is also a poster the City’s Office of Equality Assurance requires posting that may be found here.
Please contact your employment attorney or HR Consultant for more details if you believe the San Jose Opportunity to Work Ordinance may apply to your business.
Do you have employees working in Los Angeles, San Diego, Santa Monica, and San Francisco? Each of these cities recently enacted ordinances that require almost all employers to pay minimum wages above the California state minimum wage. (Currently $10.00 per hour and climbing faster than a speed train moving through California’s golden hills.) In addition, they have added paid sick leave requirements that are beyond those required by the state of California. And oh, if those were the only cities reaching beyond our state’s already generous minimums…. Here’s a “quick and dirty” summary of the most recent changes coming.
Effective July 1, 2016, the City of Los Angeles raises its minimum wage to $10.50 per hour for employers with 26 or more employees. (Smaller employers will have a delay in the new rate.) LA hotel workers will earn considerably more at $15.37 per hour. ( The County of LA has raised its minimum wage to $10.50 per hour for employers with 26 or more employees. Smaller employers in LA County have a delay until 2017.) (more…)
2016 U.S. Salary Budget
The 2016 U.S. salary budget increases are projected again at 3.0 to 3.1 percent. The Consumer Price Index (CPI) continues to run low for the last 12 months. The all-items index was 0.5 percent over the last 12 months. Although many factors are considered in salary budgets, the CPI is a driver. Check here to see a trend on salary budgets since 2008.
Tuesday, January 19, 2016
9 am—11:30 am
This workshop is required for all California supervisors and managers in firms with 50 or more employees and contractors. The course must be completed within 6 months from hire/promotion and also every two years. This is a fun and fast way to meet the CA state requirements!
*Meets all requirements of sexual harassment prevention training in AB 1825, and the new California “abusive conduct” topic.
Cost: $45 per attendee; Silvers retained client’s cost is $10
The workshop will be held at:
Mel Rapton Honda
3630 Fulton Avenue
Sacramento, CA 95821
Reservations must be made by January 11, 2016 by contacting Susie Nesseler at (916) 791-8506 or firstname.lastname@example.org
Love in the workplace – How does your organization deal with office romance? [Infographic]
Join us in discussing California’s new Healthy Workplaces, Healthy Families Act and how it affects your business. During this information packed webinar we will help answer the following questions:
What are the new eligibility, accrual and usage requirements?
What are the options to address this law?
What posting, notice and recordkeeping requirements do I need to meet and when are
How will I know if my current paid leave policy meets the new law requirements?
How may this interact with other policies and laws?
Tuesday, April 14, 2015 from 2:00 pm – 3:00 pm
Cost: $45 per person.
To register for this webinar visit: https://attendee.gotowebinar.com/register/1167192431438192641
Silvers HR, LLC was founded with the mission of offering superior human resources services, and we have over 20 years experience in the business community. Many of our clients need human resources expertise, but aren’t prepared to take on the overhead expense of hiring a full-time HR specialist. We offer HR expertise in a confidential and no nonsense manner – and we have fun while working with you!
Our services include a full array of human resources offerings, including: employee relations counseling, HR policy development, management training, employee assessments, compensation and benefit program design, employee attraction and retention programs, performance management programs, and safety programs. We can work with you on a project by project basis, or on a monthly retainer.
In a nutshell, here’s our philosphy:
- Integrity is our most critical measurement.
- Our goal is to understand your business first and then tie the HR strategy to it. When it comes to HR policies, we believe that less is more.
- We evaluate the risk and impact of HR Programs before recommending them – if we can’t measure it, we won’t recommend it.
- We know that having the capability to measure an outcome will warrant better results and increase interest in success.
- We strive to keep our clients out of court and home with their families – and we’re pretty good at it!