MMC, INC. E-Newsletter   Volume IV, Issue No. 1

January, 2008

Welcome

We trust 2007 was a good year for you and yours.  MMC is looking forward to an exciting new year filled with expansive employee benefit options, enhanced payroll and technical services, and customized attention brought to clients by our dedicated human resources teams.  This year also marks MMC's 25th business anniversary and we are happy and thankful for having the opportunity to establish long-lasting relationships with our valued clients due in part to our ability to evolve and keep abreast of the human resources issues which impact our clients' bottom lines.  On behalf of everyone at MMC, we wish our newsletter subscribers a very happy and prosperous 2008.

MMC University Announcement

MMC to hold 2008 Legal/HR Update courses in February and March in our corporate offices.  Participants can earn continued education credits towards their MCLE, HRCI, or CPE requirements.  For more information or to register, please call (800) 899-MMCI (6624), ext. 5130

History of MMC

MMC, Inc. was established in 1983 for the purpose of providing highly effective administrative and human resource functions. Our goal is to offer quality services that set the highest standards and exceed the expectations of our clients.

In this issue

• Wage and Hour Law Changes in 2008 - The Past Year In Review
• Employee Leave Rights - Leave Laws Adjust To Reflect Changing Times
• DWC Announces Changes: Workers' Compensation Reform Continues

Wage and Hour Law Changes in 2008 - The Past Year In Review

For California employers, 2007 brought many changes with respect to wage and hour laws.  First, there were minimum wage increases impacting how hourly and exempt employees are paid. (See Cal Minimum Wage History.)  Then employers were prompted to change how I-9 forms are managed and how mileage rates should be increased from $ .485/mile to a now $.505/mile.  (See I-9 Form Changes  and  IRS Business Mile Tracker.)  And now the state's legislature has  imposed a 1/1/08 deadline requiring employers to ensure social security numbers no longer appear in full on payroll checks under LC section 226 .  However, most notably of last year's changes impacting how employers manage human resources processes is how they assure employees not only take proper lunch and rest breaks but how employers document the same so as not to expose businesses to heavy penalties which can extend over multiple years.  (See e.g., Murphy v. Kenneth Cole case.)  We at MMC are always happy to discuss labor law compliance measures.  If you have questions on whether your workplace is compliant, feel free to call us at (800) 899-MMCI (6624).

Employee Leave Rights - Leave Laws Adjust To Reflect Changing Times

In 2008, employers with 25 or more employees must give employees with spouses/registered domestic partners enlisted in the military up to 10 days of unpaid time-off from work. (See Military Spouses Leave Policy.)  Employers must also assure that employees who are eligible for time-off due to a serious health condition (including pregnancy and the placement of a new child) have the right to voluntarily apply paid sick leave or vacation time benefits available during that time.  (See Repa v. Roadway Express, Inc. )  In other words, no longer can an employer force employees to use paid time-off banks during FMLA leaves.  Collectively, these changes signal the political changes and economic realities of a changing American workplace.

DWC Announces Changes: Workers' Compensation Reform Continues

A bill signed in 2007 by Governor Schwarzenegger has resulted in the expansion of temporary disability payments from two years to five years for California Workers' Compensation applicants.  (See DWC Announcement.)  This means that employees seriously injured on the job will now qualify for up to five (5) years of temporary disability benefits before being left with no options other than to consider alternative career options, being considered permanently disabled, or relying on the social security system for financial support.  Stay tuned for how these changes will impact the cost of workers' compensation insurance premiums.

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