California Senate Bill 1343, expanding sexual harassment prevention training by employers, was recently signed into law. By January 1, 2020, California employers with at least five employees must provide sexual harassment prevention training and education to all supervisory employees and non-supervisory employees. Currently, employers with at least 50 employees are required to provide sexual harassment prevention training to supervisory employees (about 25% of the California workforce).
Under both California and federal law, the question whether an individual worker should properly be classified as an employee or, instead, as an independent contractor has considerable significance for both the worker and the business.
Workforce management systems provide easy-to-use tools, which integrate HR, payroll, talent, and timekeeping into one employee record and one database. They virtually eliminate hassles and cumbersome manual processes, such as dual entry, and combining reports from multiple sources, and allow you to focus on your core business objectives.