Wednesday, May 20, 2015

Is You Business Ready to Comply with California's New Sick Pay Law 

Please register for “Is your business ready to comply with California's new sick pay law?” on Jun 8, 2015 3:00 PM PDT at:

Small Business California is pleased to partner with Payality to provide a free webinar with detailed information on the new California Sick Pay law that becomes effective July 1, 2015. Almost all employers, even those with just one employee, will be affected by this new law.

Please register for this 30 minute webinar to learn more.

About Payality
Payality provides payroll, HR compliance and benefit solutions that help business owners minimize risk and have more time to focus on growing and managing their business. . See how Payality performs and you’ll never look back. Visit for more information.

After registering, you will receive a confirmation email containing information about joining the webinar.

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Chet Reilly
Phone (559) 634-1001
Fax (888) 677-7160

1600 Draper Street
Kingsburg, CA 93631

Below is an article posted by the NBSA regarding changes to rules involving overtime pay that we wanted to pass along.  We are being told that it would basically work like this: Federal Minimum wage $7.25 x 4= $29.  California minimum wage(effective July 1 2015) $10.00 x 4=$40.00.This change could be particularly problematic for smaller employers where all employees—including the owner—regularly perform a range of duties.

You should contact your Human Resources or payroll vendor for more information.


Overtime Rules to be Unveiled

After a wait of well over a year, the U.S. Department of Labor (DOL) may soon be ready to propose new overtime rules. In his 2014 State of the Union address, President Obama announced that he would ask the Department of Labor to review overtime standards. Now under review at the Office of Management and Budget (OMB), those new rules are expected to propose further restricting the ability of employers to exempt “white collar” workers from overtime rules.
The DOL proposal is expected in June—it could come any time—and it could more than double the salary level required for employees to be considered exempt. The proposal is also expected to change the “primary duty” test, thereby making it more difficult to qualify an employee as exempt when they perform both exempt and non-exempt duties. This change could be particularly problematic for smaller employers where all employees—including the owner—regularly perform a range of duties.
When the proposed rule is finally issued, there will be a period for public comment before a final rule is announced. NSBA expects to be actively engaged in this process to create an ultimate rule that will be workable for small businesses and their employees.
Scott Hauge
Small Business California
2311 Taraval Street
San Francisco, CA  94116

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