The year is coming to an end, and endless possibilities open up for everyone. The world of labor law will be no exception. Therefore, to close this year, we want to share with you five steps so that you are prepared in 2022.
Your company must update its employee manual:
This manual must include the new law AB 1033 that expands the definition of family members covered within the family rights law. It must include the employee’s partner, children, or a parent. If the company has fewer than five employees, it will not be necessary to include this law.
Make sure your Human Resources manager gives you all your documents in order:
Your human resources manager must give you several documents that will serve to inform you about your rights as an employee. They must give you a paper that explains wage theft and another that describes the labor laws in general.
If you are an employee except, make sure your salary meets the minimum wage threshold: Starting in January 2022, the minimum wage will be increased from $14 an hour to $15 an hour. You must also confirm that you are being paid the appropriate overtime according to this setup.
Make sure severance agreements are up to date:
It is important to take into account law AB 331. The law of “No more silence” stipulates that any case of sexual harassment in the workplace must be completely public.
Make sure the company considers the March 2022 deadline to submit its salary report:
It will be vital that they start doing it when the year begins so that they have all the data at hand.
Now that you have all this information, you must take the time to know if all we mentioned above is in order. Approach your Human Resources manager and ask him about this. If they are not respecting your rights, call us.