Five Proactive Steps for a Better 2025! Posted December 12, 2024
As employers get ready to ring in the New Year, now is the time to dial in your policies and practices. Here is a list of key projects that will help you hit the ground running in 2025:
Update your Employee Handbook and other key documents, including Arbitration Agreements. Be sure to work with your employment counsel to incorporate updates based on the new laws that will go into effect in 2025.
Audit time and payroll records for the last pay period. Make sure that non-exempt employees are dutifully tracking their time, legally compliant meal breaks are being taken and recorded, all time is properly compensated, and the employee wage statements are correct.
If you haven’t already, attend one of LightGabler LLP’s Employment Law Update webinars. The presentation schedule and registration information can be found here.
Make sure employee wages are scheduled to increase with California’s minimum wage requirements. Remember that your business may be subject to one of the various industry-specific or local minimum wage requirements beyond the State minimum wage. Also evaluate your exempt salaries to make sure they are legally compliant.
Develop a plan for things you have been putting off. Have you avoided addressing an underperforming employee? Do you have questions or concerns about employees that might be misclassified? Have you put off scheduling a human resources audit with your counsel? This is especially important now that the PAGA laws give you a significant reduction in penalties if you are proactive about reviewing wage and hour issues. Let’s develop an action plan now to prevent further headaches (and potential liability) throughout the year.
Proactive steps like those listed above can help minimize stress and potential liabilities in the upcoming year. For questions regarding the items above or other employment law needs, contact the attorneys at LightGabler LLP.