California Labor Laws Coming 2024: What Every Employer Needs to Know

At United Employment Solutions, we strive to keep our valued clients informed about changes in employment laws that may impact your business. As part of our commitment to providing comprehensive staffing solutions, we want to bring your attention to the upcoming changes in California employment laws, scheduled to take effect in 2024.

California, as a state known for its progressive labor laws, has enacted several new regulations aimed at fostering a fair and equitable work environment. These changes may have implications for your company’s hiring practices, employee relations, and overall compliance. Below, we outline some key aspects of the new laws that we believe are crucial for you to be aware of:

Minimum Wage Increases
  • California’s minimum wage is currently $15.50 per hour, regardless of the size of the employer and will increase to $16 per hour starting on January 1st of 2024.
  • Cities and counties are allowed to establish higher minimum wage requirements for employees working within their jurisdiction.
  • Many localities raised their minimum wage requirements on July 1, 2023.
  • These localities and their new minimum wage requirements include:
    • Alameda: $16.52
    • Berkeley: $18.07
    • Emeryville: $18.67
    • Fremont: $16.80
    • City of Los Angeles: $16.78
    • County of Los Angeles (unincorporated areas only): $16.90
    • Malibu: $16.90
    • Pasadena: $16.93
    • Santa Monica: $16.90; $19.73 (hotel workers)
SB 616: Paid Sick Leave
  • Employers must annually provide five days (40 hours) of paid sick leave (PSL) to employees (Increased from the current three days (24 hours).
  • Employers who use the PSL accrual method (rather than frontloading) must ensure employees accrue three days (24 hours) of PSL by their 120th day of employment, and five days (40 hours) by their 200th day of employment.
    • Employers may cap total PSL accruals at 10 days(80 hours), (increased from the current six days(48 hours.)
    • Employers who use paid time off policies to satisfy their PSL obligations must ensure employees are eligible to receive five days (40 hours) of paid leave within six months of employment (increased from the current three days (24 hours) within nine months).
    • In addition, the program must comply with all of the other PSL requirements, such as not requiring an employee to provide notice of their need to take sick leave.
  • SB 616 also expressly preempts any local ordinances that are less generous than the newly expended PSL.
AB 2188: Off-The-Job Cannabis Use
  • AB 2188 amends the FEHA to add employee protections against discrimination based on off-the-job cannabis use.
  • Substantially alters how and when employers can drug test employees for cannabis, and what they can do with results.
  • Makes it unlawful for an employer to discriminate against a person based on the person’s “use of cannabis off the job and away from the workplace.”
  • But does not permit possession, impairment, or use of cannabis on the job.
  • Does not affect the rights or obligations of an employer to maintain a drug-and-alcohol-free workplace.
  • Does not prohibit discrimination in hiring or firing based on a “scientifically valid pre-employment drug screening conducted through methods that do not screen for non-psychoactive cannabis metabolites”.
  • Most cannabis drug test only show the presence of non-psychoactive cannabis metabolites, which have no correlation to present impairment.
SB 848 Leave for Reproductive Loss
  • Requires qualified employers to provide 5 days protected time off to employees for a reproductive loss event, which includes a failed adoption, failed surrogacy, miscarriage, stillbirth, or unsuccessful assisted reproduction.
 
AB 594: Public Prosecution For Labor Code Violations
  • Under current law, the primary responsibility for enforcing the Labor Code falls on the state labor commissioner.
  • AB 594 gives public prosecutors the ability to prosecute violations of the Labor Code, either civilly or criminally, until January 1, 2029
  • AB 594 gives city and district attorneys the authority to sue employers for certain workplace violations.
SB 553: Occupational safety: workplace violence: restraining orders and workplace violence prevention plan
  • Under current law, any employer, whose employee has suffered unlawful violence or a credible threat of violence from any individual that can reasonably be construed to be carried out or to have been carried out at the workplace, to seek a temporary restraining order and an order after hearing on behalf of the employee and other employees at the workplace, as described.
  • SB 553 requires nearly all employers in the State of California to prepare a Workplace Violence Prevention Plan, train employees on how to identify and avoid workplace violence, and maintain a violent incident log by July 1, 2024
  • SB 553 requires the Division to start enforcing new workplace violence requirements that are largely modeled on Cal/OSHA’s existing draft standard.
  • AB 594 also provides that any employment agreement that requires arbitration of a dispute or limits representative actions would not affect public prosecutors ability to enforce the Labor Code.

To assist you in navigating these changes, United Employment Solutions is available to provide guidance and support.

We hope this information serves as a valuable resource regarding the upcoming changes in California employment laws. However, it is important to note that the information provided herein is for general informational purposes only, and should not be construed as legal advice.

While we strive to keep our community informed about legal developments that may impact their businesses, the content of this communication is not intended to substitute for professional legal advice. Employment laws are complex, and their application can vary based on individual circumstances.

We strongly recommend consulting with a qualified legal professional to obtain advice tailored to your specific situation. The laws and regulations mentioned in this letter are subject to change, and their interpretation may depend on various factors unique to your business.

United Employment Solutions Inc. does not assume any responsibility for the accuracy, completeness, or timeliness of the information provided. Reliance on the information contained in this letter is at your own risk. We encourage you to seek legal counsel to address any specific questions or concerns related to the new employment laws in California. We do not have the expertise to offer legal advice, and our communications should not be considered as such.

holiday guide - 7 spending tips for a debt-free shopping season

Holiday Guide: 7 Spending Tips For Debt-Free Shopping

holiday guide - 7 spending tips for a debt-free shopping season

The holiday season is upon us, and with it comes the excitement of gift-giving and festivities. 

However, the joy of the season can quickly be overshadowed by the stress of overspending. 

At United Employment Solutions, we understand the importance of celebrating without breaking the bank. In this blog post, we’ll guide you through a holiday shopping strategy that not only helps you find the best deals but also ensures financial responsibility.

1. Early Planning for Budget Success

To kick off a successful holiday shopping season, start early. Begin by creating a detailed budget that includes all your anticipated expenses, from gifts to decorations and special meals. At United Employment
Solutions, we believe in the power of planning, just as we plan to connect our community with job opportunities.

Check out this FREE resource to get you organized for your
holiday spending
. This downloadable and printable worksheet will help you get started for your upcoming holiday spending. Listing out your items will also help you see what you should swap out if it is out of budget.

Use a FREE resource to track your spending such as Intuit Mint®. This is a free app that allows you to track your spending on credit cards and debit cards. 

2. Leverage Online Resources

Harness the internet to your advantage. Explore online deals, price comparison websites, and digital coupons. United Employment Solutions connects job seekers with opportunities through our online platform, and similarly, you can connect with great holiday deals through the vast resources available online.

Our staff recommends the Honey® coupon app. You can download the app on your mobile device or add the Chrome® extension to your computer to automatically check for coupons on any website you are about to purchase your items on.

3. Stay Informed For Seasonal Promotions

Many retailers offer exclusive deals and promotions during the holiday season. Stay informed about upcoming sales, discounts, and limited-time offers. This parallels the way United Employment Solutions keeps our community informed about new job opportunities and career resources.

Tip: Sign up for your favorite store’s email subscription or join their reward account. These reward accounts build up points for free items or discounts.

4. Set Realistic Expectations

While it’s tempting to go all out during the holidays, it’s essential to set realistic expectations for your spending. Just as United Employment Solutions helps individuals set realistic career goals, setting a sensible budget for your holiday shopping ensures financial stability.

Tip: calculate how much you normally get each check and plan out when to purchase your items after you fill out the holiday guide.

5. Explore Affordable Alternatives

Consider alternatives to expensive gifts. Homemade gifts, personalized items, or experiences can be just as meaningful. United Employment Solutions encourages thinking outside the box, just like exploring alternative career paths to find the perfect job fit.

Try purchasing a meaningful gift such as a custom picture or printed painting for your friends or family. Remember the holiday season is for showing your loved ones how much you care, not how much you can spend.

6. Take Advantage of Black Friday and Cyber Monday

These shopping events offer fantastic deals, both in-store and online. Plan your purchases around Black Friday and Cyber Monday to maximize savings. Similarly, United Employment Solutions often hosts job fairs and events, providing valuable opportunities for job seekers.

Many businesses continue these offers even after these dates. End-of-year sales are everywhere!

Tip: You can buy authentic items for less at places such as Ross®, TJ Maxx®, and Marshalls®. If you can get those name brand items for a fraction of the cost, then do that. 

7. Keep an Eye on Hidden Costs

Factor in additional expenses such as gift wrapping, shipping, and any other hidden costs. Being mindful of these costs is crucial for staying within budget.

Many retailers offer FREE shipping after spending a certain amount such as $50 or $100. If you will be buying your items online, and they do not have shipping deals, get an Amazon Prime® account for December to save these costs. We recommend getting gift wrap and boxes from discount stores and dollar stores.

This holiday season, let joy and financial responsibility go hand in hand. By planning early, utilizing online resources, and setting realistic expectations, you can navigate the holiday shopping season without accumulating debt. At United Employment Solutions, we extend our commitment to responsible practices in both job searching and holiday celebrations. Cheers to a joyful and debt-free holiday season!

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These posts and mentions are not sponsored by any company or its representatives. These are real recommendations that can help you. UES, Inc is not responsible for occurrences that may happen while trying out these recommended services. 

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seasonal jobs for fall

Finding Seasonal Jobs for Fall

seasonal jobs for fall

As the leaves begin to change and the air turns crisp, it’s not only nature that undergoes a transformation; the job market also experiences a shift in demand. Fall brings with it a plethora of seasonal job opportunities, and if you’re looking to make some extra income or gain valuable work experience, this season might be your golden opportunity. 

Whether you’re a student looking for part-time work or someone seeking to supplement their income, seasonal jobs for fall can be a perfect fit. In this blog, we’ll explore some of the top seasonal jobs for fall, such as pumpkin patches, retail, and event staffing, and provide you with tips on how United Employment Solutions can help you land these positions.

Seasonal Job For Fall Ideas

pumpkin patch job opportunities with United Employment Solutions
Pumpkin Patch

Pumpkin patches are quintessential fall destinations, and they also offer great seasonal employment opportunities. Many pumpkin patches hire extra staff to help with tasks such as guiding visitors, operating rides, and selling pumpkins and refreshments. This is an excellent option for those who enjoy the festive atmosphere and don’t mind a little dirt on their hands.

united employment solutions for retail opportunities
Retail & Holiday Shopping

Fall marks the start of the holiday shopping season, and retailers are gearing up for the rush. Many stores, both large and small, hire seasonal staff to handle the increased customer traffic. Whether you have a passion for fashion or a knack for customer service, retail positions are abundant during this time of year. Plus, they often come with employee discounts, which can be a bonus for your holiday shopping.

seasonal events and seasonal jobs in southern california
Seasonal events, Oktoberfest, festivals

Fall is a season of festivals, sporting events, and holiday parties. These events require a large workforce to ensure they run smoothly. Positions in event staffing can include ticket sales, security, catering, and event setup. If you enjoy being part of exciting events and don’t mind working irregular hours, event staffing can be a rewarding seasonal job option.

Top 4 Tips For Landing A Seasonal Job For Fall

  1. Start Early: Don’t wait until the last minute to start your job search. Many employers begin hiring for the fall season in late summer, so be proactive and start searching for openings in advance.
  2. Polish Your Resume: Even for seasonal positions, having a well-crafted resume can make a difference. Highlight any relevant experience, skills, or certifications that can set you apart from other applicants.
  3. Network: Reach out to your friends and acquaintances who may already be working in the industry you’re interested in. They might have insider tips or be able to recommend you to their employers.
  4. Be Flexible: Seasonal jobs often require flexibility in terms of hours and duties. Be open to different shifts and tasks to increase your chances of finding a position.

The fall season is not just about pumpkin spice lattes and cozy sweaters; it’s also a time of exciting employment opportunities. Whether you’re looking for a temporary gig or hoping to jumpstart your career, seasonal jobs for fall can be found in pumpkin patches, retail, and event staffing can be the perfect fit. And when it comes to finding your ideal seasonal position, United Employment Solutions is here to help. With our expertise and personalized assistance, you can make the most of the fall season and start your job journey on the right foot. Don’t miss out on these fantastic seasonal opportunities – contact us today to kickstart your fall job search!

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average markup rates average bill rates in calirfornia for staffing agency and temp agency

Average Staffing Agency Markup in California

average markup rates average bill rates in calirfornia for staffing agency and temp agency

A staffing agency provides employers with a variety of services that work to take time-consuming procedures off of an employer’s plate. A billing rate otherwise known as a markup rate can vary significantly between different staffing agencies. A common misconception is that there is a “normal” rate, but each staffing agency has different markups to cover different jobs, insurances, worker’s compensation, legal obligations, and other mandatory expenses a staffing agency must pay to send out an employee.

An important reminder is that staffing agencies have a certain markup rate by knowing how much their worker’s comp costs. In California, employers have mandated benefits that must be provided such as family and medical leave, sick leave, worker’s compensation, and retirement plans (required by SB1126).

Some examples of voluntary benefits include:

  • Voluntary paid time off
  • Paid holidays
  • Life insurance
  • Severance pay
  • Tuition Reimbursement

What Is the Average Markup Rate in California?

Depending on the position and how likely the person will get injured ultimately determines the markup rate, along with being able to cover workers compensation and mandated benefits to stay compliant with California’s labor laws.

Other considerations to take into account are when a client of a staffing agency asks for “additional services” to be included such as providing masks, gloves, safety vests, training programs for interviewing processes, time clocks, and Employee Appreciation Day supplies. These are some items that your employment agency may assist in providing for you, but with this, a staffing agency may have to raise their markup to cover these additional costs. 

A typical markup rate in California can be anywhere from 35% to 75% markup. Depending on what additional services you may need and their worker’s compensation costs.

Each employment agency bears different costs and it is hard to compare the two to each other since there are many different variables.

average markup rate and bill rate for staffing companies in california

Suspiciously Low Bill Rates

Please beware of staffing agencies that are offering low bill rates. For instance, if your business is offered a 25% markup for any position including ones inside warehouses, manufacturing facilities, and offices, this company may be cutting corners illegally to afford that rate and still make a profit.

These companies are illegitimate, it puts a bad reputation on law-abiding staffing agencies that get workers compensation for all their employees and provide the appropriate benefits and pay to their staff.

Why Would I Pay More For Staffing Services When I Could Pay Less?

It is important to remember that you get what you pay for. These low markup rates may seem like a good deal for you and your business at first, but it is important to consider long-term implications. A staffing agency with 10+ years of being in business adds a safety net that you are making a deal with a reputable agency. With an agency like this, you will find that they have higher quality service. These agencies have the resources to invest in employee safety, benefits, and training.

In the long run, working with a reputable staffing agency with a seemingly “higher markup” rate, but is a standard rate that will make the business profitable, will save you money and headaches. You can be confident that you are getting the best possible service and that your employees are being treated fairly.

United Employment Solutions is a staffing agency that specializes in finding quality candidates for our clients’ business needs. We do not simply send anyone who applies; we conduct a thorough search of resumes and conduct multiple reviews to ensure that we are sending you the right candidate for the job.

How Do Employment Agencies Calculate a Markup?

There are many ways agencies calculate markups for their clients, but the biggest factors are health insurance, minimum wage, hourly wage, works comp codes, job position. We are narrowing it down to the top 3 ways markups are calculated.

1. Health Insurance Coverage

State and Federal law requires employers with 50 or more full-time employees to provide minimum essential coverage.

2. Minimum Wage in California

As of January 1, 2023, the minimum wage for the state of California is $15.50/hour for businesses.

An important note is that tips cannot be counted toward the required minimum wage. Exempt employees must earn at least two times the state’s minimum wage. With a $15.50/hour minimum wage, exempt employees must make a minimum of $64,480 annually.

In addition to this requirement, each city and county can raise the minimum wage. For example, Los Angeles has a minimum wage of $16.78/hour and Unincorporated Los Angeles County has $16.90/hour minimum wage.

3. Payroll Wages

Payroll wages must be totaled up for an employee, this includes gross compensation, not including taxes that will be deducted. Once that is determined, you sign into your worker’s comp insurance portal to look up codes for each job, for example, workers comp class codes:

  • Class Code Categories
    • General Medical and Hospital
    • Clerical
    • Business Services
    • Eating Places
    • Dairy Product Manufacturing
    • Plastic Goods Manufacturing
    • Warehouse – Packing
    • Fruit – Packaging and Handling

All these categories have completely different rates depending on what materials they are handling, what industry, and what they do daily. 

Here are examples of what workers comp charges could look like:

  • General Medical and Hospital ($22/hour)
  • Clerical ($10/hour)
  • Business Services ($9/hour)
  • Eating Places ($15/hour)
  • Dairy Product Manufacturing ($32/hour)
  • Plastic Goods Manufacturing ($27/hour)
  • Warehouse – Packing ($24/hour)
  • Fruit – Packaging and Handling ($20/hour)

*These numbers are completely made up and not referenced from a workers comp insurance source. These numbers are to show the different rates per hour per employee for workers’ compensation.

Markup Calculations Explained

Most staffing agencies must be able to cover their mandated costs such as these. Meaning, 80% of the markup will cover mandated costs, 10 – 15% of the markup rate will be used to pay for our in-house employees such as recruiters, sales reps, management, and other operational employees, 2-5% of the markup will be profit for the staffing agency.

For example, a bill rate may be $32/hour. This rate is meant to cover 80% of mandated costs such as mandated benefits, workers comp, and taxes which would be $25.60/hour. The 10-15% of covering operations would be $3.20-4.80/hour. Lastly, 2-5% would be counted toward profit, profit would be 0.64 cents/hour to $1.60/hour.

What Will 2024 Look Like For These Low-markup Staffing Companies?

A staffing company with a markup rate of 28% or lower may have difficulty covering its costs and maintaining a profitable business. This could lead to the company cutting corners on important things, such as employee safety. In the long run, this could result in legal problems and financial losses. Additionally, a staffing company with a low markup rate may not be able to attract and retain top talent, which could further hurt its bottom line. In 2024, these companies that have been using these markup rates will begin to suffer the consequences of not meeting their bottom line.

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