PHRca: HRCI Professional in Human Resources – California

– Developing and managing compensation programs for all employee groups through the appropriate regulatory interpretation and application.

Responsibilities:

• Identify the proper Wage Order(s) for the organization, industry and/or profession and implement the requirements
• Develop and enforce policies for the proper classification of workers (for example, independent contractors vs. employees, exempt vs. non-exempt, exemptions, minimum salary requirements)
• Establish and maintain policies that ensure accurate pay, timing and documentation of earnings (for example, minimum wage, overtime, payroll deductions, final pay, bonuses, wage statements, pay frequency, expense reimbursements)
• Develop and implement appropriate timekeeping policies and procedures (for example, split shifts, time between shifts, meal periods and rest breaks, consecutive workdays, calculating wage premiums, piece-rate pay, reporting pay, makeup time, travel time)
• Develop and manage a compliant work schedule (for example, workday, work week and alternative work week schedule)

– Managing the employer/employee relationship from recruitment through separation, fostering a positive working environment that facilitates employee retention.

Responsibilities:

• Develop and implement compliant recruiting and pre-employment policies and practices (for example, drug testing, background checks, credit checks, marijuana laws, ban-the-box, wage history, interviewing and selecting, employment-at-will, employment of minors)
• Develop and manage a legally compliant employee onboarding experience (for example, notices, required trainings, new hire reporting)
• Develop enforceable employment policies and agreements (for example, non-compete clauses, non-disclosure, arbitration, severance, whistleblower)
• Implement and facilitate harassment prevention policy and training (for example, content, trainer qualifications)
• Conduct thorough and fair employment investigations and recommend outcomes (for example, discrimination, harassment and retaliation, Fair Employment and Housing Act (FEHA) protected characteristics, bullying)
• Identify and execute Cal-WARN requirements (for example, notices, preventing discrimination, exemptions, reductions in force, organizational closures)
• Consult and manage risks associated with termination of employment (for example, during leave, severance, wrongful termination)

Coordinating benefits, designating leaves, and managing the interaction between applicable regulations.

Responsibilities:

• Develop and maintain compliant leave and benefit policies (for example, leave entitlements, domestic partner coverage, vacation, paid time off (PTO), Health Insurance Premium Payment (HIPP))
• Advise stakeholders and designate employee leave eligibility (for example, California Family Rights Act (CFRA), Pregnancy Disability Leave (PDL), paid sick leave, school activities leave, Kin Care)
• Manage leave entitlement and interactions (for example, tracking of leave documentation/time, integration of wage replacements)

– Integrating health, safety and workers’ compensation regulations applicable to the organization.

Responsibilities:

• Manage and enforce workers’ compensation programs (for example, claims administration and fraud, Medical Provider Networks, personal physician designation)
• Develop policies to address health and safety requirements (for example, notifying agencies, Injury and Illness Prevention Program (IIPP), heat illness, drug/alcohol use, ergonomics)
• Develop and implement Cal/OSHA mandated training programs

Respond to agency claims, appeals, and hearing processes (for example, Workers’ Compensation Appeals Board, Cal/OSHA)

– Mitigating organizational risk by identifying and addressing compliance obligations, educating stakeholders on non-compliance, and responding appropriately when claims are filed.

Responsibilities:

• Determine compliance obligations based on employer size and industry (for example, mandatory leaves, job protected leaves, Cal-COBRA, disability accommodation, multiple language communications)
• Develop and implement legally compliant privacy and security protocol (for example, social media, monitoring, protection of personal data, trade secrets)
• Analyze the potential risks and penalties of compliance failures and recommend appropriate actions (for example, Private Attorneys General Act (PAGA) claims, class action lawsuits)
• Monitor, display and distribute required posters and notices (for example, change of relationship, wage and hour, safety)
• Ensure compliance with record maintenance and retention requirements (for example, personnel file access and record retention time periods)
• Ensure compliance with fair employment practices (for example, non-discrimination, equal pay, gender-neutral practices, literacy, strike days)
• Ensure reasonable accommodation in employment (for example, engage in interactive process, lactation requirements, religious practices)
• Investigate and respond to inquiries from regulatory agencies (for example, Division of Labor Standards Enforcement (DLSE), Employment Development Department (EDD), Department of Fair Employment and Housing (DFEH))