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Question: |
Yes |
No |
Not Sure/ Follow Up |
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Do
you maintain interview records on all applicants interviewed? Do you conduct reference checks on candidates prior to hiring
and maintain those records? |
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Do
job descriptions accurately reflect essential job functions and physical requirements? |
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Are
new hires and independent contractors reported (DE34) to EDD
within 20 days after start of work? |
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Do
new hires receive the CA mandated information regarding sexual harassment, the workers’ compensation pamphlet,
the Paid Family Leave pamphlet and the CA SDI pamphlet DE 2515, COBRA/Cal-COBRA and HIPPA notices at the time of hire? |
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Are
I-9s completed upon hire, maintained in a separate file and retained
for the longer of 1 year after termination or 3 years from date of hire? |
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Do
new hires and employees/dependents who have a “qualifying event” receive the proper COBRA (or Cal-COBRA) notices?
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Have
you evaluated all salaried exempt positions to ensure exemption from overtime under CA regulations? |
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Do
you maintain an employee’s exempt status by paying for a full day’s work if any work time occurs
in that day? |
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Do
you maintain a personnel file for each employee which has record of all employment
actions (from beginning to end)? Do you maintain a separate confidential/medical file for medical records, disability notices, etc.? |
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Is
non-discretionary pay (shift differential, on call pay, incentive pay, commission, bonus) included in a non-exempt
employee’s compensation for calculating overtime pay? |
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Do
you pay overtime for hours worked in excess of 8 per day and 40 in a week? |
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Are
you sure non-exempt employees are taking an unpaid meal period of 30 minutes before
5th hour of work and a 10 minute paid rest break for each 4 hours of
work? |
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Are
you paying the required 1-hour ‘penalty’ pay for any day that employees
don’t take meal periods? Are you paying another 1-hour penalty pay for days they can’t take rest break? |
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Do
your timecards show in and out times for each day of work, overtime each day,
signature of employee, approval of manager? Do your pay stubs contain all required information? |
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Do
you have an Employee Handbook which outlines company policy and procedure and
have employee receipts for those? Is your handbook up-to-date with all current
legislation? |
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Are updated state and federal mandated posters & IWC wage order posted? |
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Have
your supervisory employees received the CA 2 hour sexual harassment prevention training (mandatory for over 50 employees)? |
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Are
performance appraisals conducted on a regular basis and signed by the employee and supervisor? |
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Do
you document all disciplinary actions? Do disciplinary notices include
specific, air tight consequences and an employee signature line? |
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Have
you established an Injury and Illness Prevention Program (in writing if over
10 employees)? Do you conduct initial safety training for new employees? |
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Do
you have Fire Prevention plan and Emergency Action plan required under
OSHA? |
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Do
terminating employees receive the CA UI form DE 2320, written notice of termination, COBRA notices, HIPP information,
and a Separation Notice? |
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These are only a sample of the responsibilities required of California
employers. Specific
company size and industry may affect the requirements under state and federal law.
Contact HR Connection for a complimentary consultation,
or to schedule your HR Assessment.
Phone (530) 945-6471
Email bsalyer@shasta.com |
