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Our Upcoming
2016 Workshops
Respect in the Workplace - Harassment Prevention for Managers & Supervisors - Webinar
February 24, 2016
New workshop!
March 16, 2016
Reservations are required for Silvers HR classes.
Contact Susie Nesseler at
(916) 791-8506 or
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2016 Mileage
The IRS standard business mileage rate is lowered to 54 cents per mile for 2016.
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2016 U.S. Salary Budget increases are projected again at 3.0 to 3.1 percent. The Consumer Price Index (CPI) continues to run low for the last 12 months. The all-items index was 0.5 percent over the last 12 months. Although many factors are considered in salary budgets, the CPI is a driver. Check here to see a trend on salary budgets since 2008.
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The 2016 Employment Law Summary and Employee Handbook Updates have been distributed to our retained clients. If you have not received these, please contact our office. Sorry, these are only available for retained clients.
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Silvers HR, LLC
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The Ripple Effect -
Minimum Wage Increases Affect More Than Minimum Wage Employees
By Kim Silvers, SPHR-CA, SHRM-SCP
AB 10 increases the California state minimum wage from $9 per hour to $10 per hour effective January 1, 2016. California employers are required to pay the new minimum wage to non-exempt employees, and possibly more if their employees work in cities where local ordinances require a higher minimum wage (e.g., San Francisco, Oakland, Emeryville, and San Diego). Some employers are not only raising their entry level wages, but looking at the ripple effect (what we call "wage compression" in the compensation world) for other non-exempt employees currently paid at or near the new minimum wage. The law does not require that everyone steps up in hourly pay rates because the lowest rate is increased. However, the costly impact of this internal equity issue is worthy of consideration.
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Must Employers Pay For Vaccines If They Are Required As A Condition Of Employment?
By Jennifer L. Lippi, J.D., SPHR
It is that time of year again. Yes, cold and flu season. We've received calls from some of our California employers asking if they can require vaccinations of employees or applicants and if so, does the employer have to pay for them. Outside of a few limited exceptions, the answer is yes, you can condition employment on vaccinations. However, CA Labor Code Section 222.5, states that an employer may not withhold or deduct from the wages of any employee or require any prospective employee or applicant for employment to pay for any pre-employment medical or physical examination taken as a condition of employment, nor may an employer withhold or deduct from the wages of any employee, or require any employee to pay for any medical or physical examination required by any federal or state law or regulation, or local ordinance.
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Managing Paid Sick Leave Use/Abuse
By Susan Breslauer, SPHR-CA, SHRM-SCP
We're receiving a number of inquiries from our clients regarding sick leave abuse and medical certification rules under the new Paid Sick Leave (PSL) law. Does the following dilemma sound familiar?
Our Production team has had rampant abuse of the PSL lately. The Production Manager thinks that his team may be under the impression that their sick leave banks granted on July 1, 2015 run out Jan 1st. So that, combined with the holidays, has them all calling in at the last minute or bailing half way through a shift (then being spotted at a bar watching a soccer game). For a department that runs 24 hours a day, this is a real problem. Everything I've read online is all about all the protections for employees who use it and their rights. What about protections for employers? Have any been developed since July 2015?
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