Starting January 1, 2013, all in-state and out-of-state employers must have written agreements in place for employees who are paid commissions for services provided within the State of California. Information included in these agreements need to provide the method by which the commissions will be computed and paid. With each new employee, the employer must provide a signed copy of the written statement to the employee and obtain a counter-signed “receipt” of the written statement and return it to the employee.
https://www.managease.com/wp-content/uploads/2019/06/ManagEase-Logo-Trans.png00ManagEasehttps://www.managease.com/wp-content/uploads/2019/06/ManagEase-Logo-Trans.pngManagEase2012-12-17 10:00:182015-09-25 19:14:30Key Change: AB 1396 and Written Commission Agreements
On April 25, 2012, the EEOC voted to adopt new guidance for employers that use information on criminal convictions in their hiring process. The EEOC opined that, because arrest and conviction rates are higher among minorities than the general population, employers’ practices of rejecting anyone with a criminal record may have a disparate impact on minority candidates. This guidance applies to criminal convictions, not arrests, in that the EEOC’s position is that arrests that did not result in convictions should not be used in hiring decisions.
Key Change: AB 1396 and Written Commission Agreements
/in HR AlertsAPPLIES TO
All Employers and Commissioned Employees
EFFECTIVE
January 1, 2013
QUESTIONS?
Contact HR On-Call
(888) 378-2456
Starting January 1, 2013, all in-state and out-of-state employers must have written agreements in place for employees who are paid commissions for services provided within the State of California. Information included in these agreements need to provide the method by which the commissions will be computed and paid. With each new employee, the employer must provide a signed copy of the written statement to the employee and obtain a counter-signed “receipt” of the written statement and return it to the employee.
Read more
EEOC Issues Guidance Regarding Employer Use of Criminal Background Checks
/in HR AlertsAPPLIES TO
All Employers, Employment Agencies and Unions
EFFECTIVE
EEOC Guidance, upon issuance, April 25, 2012
New Notices, January 1, 2013
QUESTIONS?
Contact HR On-Call
(888) 378-2456
On April 25, 2012, the EEOC voted to adopt new guidance for employers that use information on criminal convictions in their hiring process. The EEOC opined that, because arrest and conviction rates are higher among minorities than the general population, employers’ practices of rejecting anyone with a criminal record may have a disparate impact on minority candidates. This guidance applies to criminal convictions, not arrests, in that the EEOC’s position is that arrests that did not result in convictions should not be used in hiring decisions.
Read more