With every New Year comes new laws and changes to state and Federal forms. Though many new laws are state specific and might not impact you, it is always a good idea to keep an eye open on what’s out there as they soon may be in a state near you. California is usually the frontrunner (whether you view that as good or bad) in workplace laws. Spurred by the #MeToo movement, in 2018, California Gov. Jerry Brown signed eight bills aimed at preventing sexual and other forms of harassment in the workplace.
So many of the processes associated with Human Resources are filled with large amounts of paperwork. Everything from the process of sorting through one application after another to recruit the best candidate; to all the paperwork associated with new hires starting with the company; to facilitating, testing, and tracking training; and to evaluating employees with performance reviews and warnings; traditionally, each process is time consuming and paper intensive:
According to National Tax Credit (NTC), a leading state and federal tax credit processing provider, 90% of “for-profit” businesses qualify for the Work Opportunity Tax Credit (WOTC). The surprising thing is, 50% of all credits go unclaimed, potentially leaving thousands of dollars on the table that could impact a business’ bottom line. There might be a number of reasons why a company wouldn’t claim a tax credit. The two reasons I hear the most with service industry operators that I meet at tradeshows and conferences throughout the year is that they aren’t familiar with WOTC or that WOTC is too paper intensive and time consuming.
The onboarding process is often a time-consuming step in the new hire journey. The sheer amount of paperwork required by a company for a new hire to work can bog down the first day of a new job, and it can slow down the ramp up time of getting that employee on the floor and productive. Yet, it is critical, and some of the needed paperwork and authorization, such the I-9 form and E-Verify process, have to be done in a timely manner in order to stay compliant with the Federal government.
Over the last several years, many states, the District of Columbia, and local governments have considered measures that would bar companies from asking applicants about prior salary history. These measures represent an effort by lawmakers to close pay gaps historically experienced by women, certain ethnicities and races, and other underrepresented populations in the workforce. The idea is that it evens the playing field by increasing the negotiating power of these workers and eliminates the perpetuation of unequal pay throughout a person's career.