The journey of finding that perfect candidate never takes you down the same path. Pools of qualified candidates have become oceans, and traversing the waters can be a headache if you’re not prepared. Staying on top of changing weather conditions helps ensure smooth sailing, much like keeping up with changing legislation helps your search stay within the bounds of the law. There has been plenty of recent activity in our industry, so here are a few bits and pieces to help keep you up to date with a changing landscape:
Multiple state legislatures proposed changes aiming to protect time off for employees. Rhode Island, for example, enacted new paid sick leave legislation. Although it was already one of just a few states with a paid family leave program, Governor Raimondo went ahead and signed the Healthy and Safe Families and Workplaces Act in September. This will allow folks working for employers with at least 18 employees to accrue one hour of paid leave time for every 35 hours worked. Classified as “sick and safe time,” employees may use this time for themselves, family members, and individuals which the employee may be responsible for. Similarly, in the city of Tacoma, Washington, an ordinance was approved by the city council to align its sick leave law with the state of Washington’s, requiring employers to provide employees an hour of paid sick leave for every 40 hours worked.
In California, Governor Brown was recently presented with a bill (AB 168) that touches on salary. The bill limits the ability of employers to inquire about an applicant’s salary history, and also requires employers to provide pay scale information of the position to applicants if they request it. Unless vetoed, this could take effect as soon as January 1, 2018.
A trending topic of discussion, and something that is sure to spread around the country in the coming years, predictive scheduling aims to protect employees subject to unpredictable schedules. In September, legislators in Massachusetts introduced a bill requiring employers to display written notice of each employee’s seven-day schedule, in an easily-seen location, at least seven days prior to the first day of that schedule. If the schedule is then altered to reduce the number of scheduled hours, employers are required to compensate the employee with something called “predictability pay.”
It’s important to remember that while these changes might not affect you or your company, these type of movements can catch on quickly and spread like a wildfire. Staying informed on what may soon affect your business will keep you ready for whatever is around the corner. While these are just a few examples, the past few months have been full of new ideas being brought to life in the HR industry. Look out for more updates soon!
Thanks for reading!