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If you use a service like Constant Contact or MailChimp, they already have this requirement in place, so you don’t have to do anything! If you mail through your reservation software service, check to see if they have this in place for you if you need it.

• Monitor your spam rate. Senders of mass emails now have to keep their “spam rate” – the number of people who report your emails as spam – below 0.3%. The easiest way to monitor is to use your personal Gmail account to subscribe to your own emails. That way you can make sure your emails arrive as expected and aren’t getting sent straight to the spam box by an automated filter or worse – bounced back to the sender before it even makes it to your inbox.

Thank you for your patience as we’ve worked through these steps and please let us know as soon as possible if you find our emails in your spam inbox – we want to make sure you’re receiving your member communications from us!

2024 Employment Law Update



As we go forward into 2024, new employment laws have taken effect. Here’s a summary of several that you may find relevant:

Pay and Leave:

• Minimum Wage Increase: As of January 1, 2024, the state minimum wage has increased to $16/hour for non-exempt (hourly) employees and 2x minimum wage ($66,560) for exempt employees. This applies to all employers, regardless of size.
• Paid Sick Leave: Per SB 616, paid sick leave is expanded to a minimum of 5 days per year, accrued at a rate of 1 hour per 30 worked, and must be allowed to accrue to 10 days total, although employers may limit use of paid time to 5 days per year. There are no exemptions in this law.
• Reproductive Loss Leave: For employers with 5 or more employees, SB 848 allows for reproductive loss leave of up to 5 days (job-protected but unpaid is fine) for both parents per event, up to 20 days per year. This includes failed adoption or surrogacy as well.
• Pregnant Workers Fairness Act: This Federal law applies only to employers with 15 or more employees. Employers must provide reasonable accommodations to employees’ limitations related to pregnancy, childbirth, or related medical conditions, unless it causes undue hardship to the employer.

Hiring Practices:

• Civil Rights Council Regulation: As of October 2023, employers may not inquire about criminal history before making a conditional offer of employment and must consider factors such as nature of the position, nature of the crime, and time elapsed since the crime before denying employment based on criminal history.
• Cannabis Use: Per AB 2188, employers may not discriminate against employees for off-duty, off-site cannabis use, but may still prohibit possession, use, or impairment by cannabis at the workplace. If you need to test an employee, be sure to request a test from your lab that only detects the employee’s active THC levels and not past cannabis use.

Workplace Violence:

• Workplace Violence Prevention Plan: As noted previously, SB 553 will require all employers to write a Workplace Violence Prevention Plan before the law takes effect on July 1, 2024. To help you, we have added a checklist to our website's document library (link below) and we're hard at work putting together a plan template for you to use.

Forms:

• I-9: This was updated to allow for remote document verification if the employer is enrolled in e-verify with INS.
• California Wage Theft Notice: This form, which should be completed for all new employees, has been updated to include Disaster Declaration information.

Thank you to our supplier partner members who have already paid their 2024 membership dues! We appreciate your continued support! All 2024 supplier members will receive priority registration for the upcoming 2025 Western States convention.

• Spin Copter
• Insider Perks
• Shubug
• Colliers Manufactured Housing & RV Group

Spin Copter

Spin Copter is the premier LED toy in the sky. New customers receive a complimentary LCD display with their first purchase. In addition to Spin Copters, we have fun glider planes, bubble toys, and remote controlled drones.