Coal Consulting Co.

Coal Consulting Co.Coal Consulting Co.Coal Consulting Co.

909.573.6631

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Coal Consulting Co.

Coal Consulting Co.Coal Consulting Co.Coal Consulting Co.

909.573.6631

Signed in as:

filler@godaddy.com

  • Home
  • Services
    • Human Resources
    • Payroll
    • Employee Experience
    • Career Coaching
  • Book Appt.
  • Contact Us
  • The HR Blog
  • Complimentary Resources
  • Members Only
  • About Nicole

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Exclusive Coal Resources

2024 Labor Law Updates for CA Employers Presentation (pdf)Download
2023 Labor Law Updates for CA Employers Presentation (pdf)Download

Downloads | ca Required emplolyee notifications

California-Protects-The-Civil-Rights-Of-Members-Of-The-Military-And-Veterans_ENG (req) (pdf)Download
CFRA-Family-Care-and-Medical-Leave-Fact-Sheet_ENG (req) (pdf)Download
de2511 (req) (pdf)Download
de2515 (req) (pdf)Download
DFEH_EmploymentDiscriminationBrochure (req) (pdf)Download
DFEH_PregnancyLeavePamphlet (req) (pdf)Download
FairChanceActFAQ_ENG (req) (pdf)Download
Sexual-Harassment-Fact-Sheet_ENG (req) (pdf)Download
TimeOfHirePamphlet (req) (pdf)Download
Victims_of_Domestic_Violence_Leave_Notice (req) (pdf)Download
LC_2810.5_Notice (req) (pdf)Download

Frequently Asked Questions

Please reach us at nicole@coalconsultingco.com if you cannot find an answer to your question.

The short answer is YES. 


Hourly non-exempt employees in the state of California must take a lunch prior to their fifth hour of work. They may choose to voluntarily wave their lunch, preferably in writing, if they work a shift that is six hours or less. Failure to compensate an employee appropriately for a missed meal period can result in lawsuits and department of labor fines.


Absolutely!


Employee handbooks are not required by law but some of the notifications and policies included ARE required to be communicated and practiced by employers. Employee handbooks also provide a guide to employees what is expected of them in the workplace and what they should expect from you as an employer.


Yes.


Employers are required to  provide paid sick leave to workers in California under the Healthy Workplace Healthy Family Act of 2014. SB 616, now guarantees employees five paid sick days per year rather than the past bill that guaranteed “three paid sick days per year”.


Here are some of the basic requirements:

  • Employers of all sizes must provide 40 hours (or 5 days) of accrued sick leave or paid time off by the 200th calendar day of employment or each calendar year or in each 12-month period.
  • Full-time, part-time and temporary workers are eligible for paid sick leave if they worked for the same employer for at least 30 days within a year in California and completed a 90-day employment period before taking any paid sick leave.
  • Covered employees must accrue at least one hour of sick leave for every 30 hours worked. Alternative accrual methods are acceptable only if they comply with the law.  
  • An employer may limit the amount of paid sick leave an employee can use in one year to 40 hours or five days.  
  • An employer must allow accrued unused paid sick leave to be carried over to the next year, but a cap on carryover hours of no less than 80 hours or ten days is permitted. 
  • It is not required for employers to payout any unused sick pay hours.



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