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Self Assessment

How confident are you about your HR practices?

Take this brief assessment to determine your confidence level and to see how we can help you with your HR goals.

Take The Assessment

HR Self Assessment

Your Information
1
Do your exempt employees classified as "managers" (or anyone else paid a salary) meet the two California exemption tests?
Not
Confident
Confident,
but I have questions
Very
Confident

Explanation

In order to be properly classified as exempt (meaning not paid overtime or follow the other wage and hour provisions in the Industrial Wage Orders) the employee must meet two tests: the salary test and the job duties test. The salary test includes earning at least two times minimum wage ($62,400/yr. for 2022 for employers with 26+ employees and $58,240/yr. for 25 or fewer employees). The job duties test (under the Executive exemption) includes directing the work of two or more employees and the incumbent is primarily engaged in exempt duties which meet the test.

2
Have all of your employees received the CA mandated harassment prevention training?
Not
Confident
Confident,
but I have questions
Very
Confident

Explanation

Under CA law supervisors must receive 2 hours and non-supervisors must receive 1 hour of harassment prevention training every 2 years. Additionally, new hires must be trained within 6 months of date of hire and newly promoted supervisors must be trained within 6 months after promotion to a supervisor position.

3
Do your itemized wage statements (paystubs) include the ten requirements per the CA Labor Code?
Not
Confident
Confident,
but I have questions
Very
Confident

Explanation

Per the CA Labor Code wage statements must include: Available Paid Sick Leave balance, name and address of the legal entity that is the employer, any deductions made and seven more requirements found at this link.

4
Are you paying non-exempt employees’ overtime correctly at “regular rate of pay”?
Not
Confident
Confident,
but I have questions
Very
Confident

Explanation

Overtime must be paid at 1.5 times the regular rate of pay which is not always the base rate. In order to calculate the regular rate of pay, all non-discretionary pay (e.g., shift differentials, some incentive pay, bonuses, and lodging) must be included in the calculation. The regular rate of pay is also required when paying Paid Sick Leave, reporting time pay and meal/rest break premiums.

5
Have your paper and online employment applications been updated recently?
Not
Confident
Confident,
but I have questions
Very
Confident

Explanation

Application requirements change often.  For example, employers may not request information from applicants about the following: criminal convictions or arrests, previous salary history, and scheduling for religious and/or disability reasons. There are many other limits on pre-employment inquiries.

6
Are your employees’ Form I-9s filed correctly?
Not
Confident
Confident,
but I have questions
Very
Confident

Explanation

The Form I-9 should be kept in a binder outside of the personnel file. Form I-9s are to be retained 1 year after termination or 3 years from date of hire, whichever is longer.

7
Do your non-exempt employees take a meal period when they work more than 6 hours in a day?
Not
Confident
Confident,
but I have questions
Very
Confident

Explanation

Non-exempt employees must take a 30 minute duty-free meal period prior to the end of the 5th hour of work (4 hours and 59 minutes). Meal period in/out times should be recorded on employees’ time records.

8
Have your Alternative Work Schedules (4/10 or 9/80) been authorized and registered?
Not
Confident
Confident,
but I have questions
Very
Confident

Explanation

Approval of an Alternative Work Schedule (AWS) must be done through a secret ballot election and then registered with the state.

9
Have you provided written commission plans to your employees who are eligible for commission pay?
Not
Confident
Confident,
but I have questions
Very
Confident

Explanation

The laws around commission pay require a commission plan to be in writing, which describes how the commission is computed and the method of payment, and must be signed by the employer and the employee.

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