Author: Maxine Tham
Author: Maxine Tham
As part of our latest pricing change, we are really excited to introduce PayPal as a new payment option! Using PayPal you can link directly to your bank account or credit card. Updating is simple: just log into Deputy and click “Billing” next to your business name:
Edit the payment details
Authorize with Paypal.
Click “Finish”. That’s it!
If you wish to continue to pay using your existing method no action is necessary.
For all our customers who are based in California, the Healthy Workplaces, Healthy Families Act of 2014 kicked off on Wednesday 1 July 2015 imposing new paid sick leave provisions on employers.
While there are a small number of exceptions to the law, such as employees who are subject to some collective bargaining agreements, the new law covers all employers in California, regardless of size.
Employers must provide at least three paid sick days per year
The law covers both part-time and full-time employees, it’s particularly important for businesses in retail and hospitality that hire hourly paid workers to take note. Regardless of whether you’ve provided paid time off in the past, it’s now important that you comply with the new law. As such, you need to review your sick leave policies now.
How the new law works
From 1 July 2015, employees will earn one hour of paid sick leave for every 30 hours worked, though you are entitled to limit paid sick days to 24 hours or three days a year. You are also required to show how many hours of paid sick leave your workers have accrued on their pay stubs.
You can choose to have workers accrue one hour of paid sick leave for every 30 hours worked, or provide your employees with three days of paid sick leave upfront, which they can use within a one-year period.
When an employee uses sick leave for themselves or to care for a family member, they are entitled to be paid for his or her sick day at their standard hourly rate. For employees who earn commission or have a fluctuating rate of pay, you must calculate their rate of pay by dividing the employee’s total earnings by their total hours worked for the previous 90 days.
Plus, as further protection for employees, employers are not allowed to fire a worker within 30 days of them taking paid sick leave unless you are able to prove it’s for another unrelated reason.
Also, in terms of compliance, you need to document all records of hours worked, as well as paid sick leave days accrued and utilized for at least three years
Of course, managing sick leave in Deputy is a breeze by simply exporting your sick leave timesheets directly into your payroll system. Deputy provides direct export of leave into a number of leading payroll providers including and ZenPayroll.
In terms of getting your head around the new rules, here are five important things that you should keep top of mind:
With any new law there are many fine details that you need to be aware of and comply with. The State of California Department of Industrial Relations provides a comprehensive list of frequently asked questions that should answer any specific concerns you may have.
In my role at Deputy, no two days are ever the same. That’s because the world of work and workforce management is constantly changing. Mobility and 24/7 access to software tools have changed the workplace considerably and the pace of change has increased over the last 5 years. These advances can have a positive impact on workplace compliance if you are deploying the correct tools in your business.
Regulations mounting: Compliance is critical
There’s more regulatory red tape than ever adding another layer of complexity for businesses of all sizes. Staying up-to-date with HR regulatory issues takes time and focus. In the US, as an owner or manager of a small business, you need to be diligent about current and upcoming compliance legislation on everything from state and federal hiring laws, the minimum wage, and the Affordable Care Act to name but a few. In Australia, compliance around unfair dismissal laws, wage entitlements, and paid parental leave continues to challenge business owners.
With compliance challenges really stacking up, it’s important to be aware of the most common risks so that you’re better prepared and able to deal with them appropriately.
Using the right tools to properly manage and document interactions with your staff,Keeping accurate time and attendance records and ensuring fair and equitable allocation of hours amongst your staff addresses common areas.
With tools like Deputy, you can manage this heightened level of scrutiny and accountability. Deputy allows you to manage your workforce scheduling, and time and attendance reporting requirements, as well as timesheet approval. Plus integration with payroll means no double-handling and you can be certain that you’re paying your staff correctly.
Focus on employee engagement
Employee engagement is also becoming a big issue for all businesses. All employees, especially those hourly paid workers on the frontline, need to be seen as an asset, not as a cost center.
Research shows that engaged employees are more likely to work better, faster and more safely simply because they care about their company and want to contribute to its success.
So as staff retention becomes more important, you need to use the right tools to understand how to motivate your people. offering flexibility can be key, particularly for employees who have delicate work / life balance needs
Flexibility gives employees the freedom to adjust their work schedules or location to better suit their needs. And it doesn’t have to cost you a cent.
Tools like Deputy, as well as other HR solutions simplify managing a remote team, allowing your staff members to work from home and stay connected to your business.
However, for many businesses, flexibility remains a challenge. The reluctance to offer flexible working arrangements come from the fear of change – despite research showing that workers with flexible hours and locations are more productive, happier and more engaged than their office bound colleagues.
While dealing with this fear can be difficult, becoming better equipped to foster an engaged workforce will reap benefits for any organization.
Deputy for Apple Watch
Mobility and the ability to get stuff done wherever you are is now a standard requirement in most businesses. The launch of the Apple Watch provided us with a great platform to create an app for Deputy to help business owners and managers get more stuff done.
Providing a very different experience than checking your iPhone or computer, the app allows you to tightly manage your workforce by being able to see at a glance who’s at work, who’s running late, and who’s on a break.
For example, as a business owner, if one of your team members doesn’t turn up for work, you can find a replacement directly from your watch. You can trigger an action to see who’s available to work and send out an open shift. And for this, you haven’t had to open your computer, or look at your phone.
From the Deputy app on Apple Watch you have the ability to keep connected to the pulse of your business with a glance.
If you’d like to hear more, I recently discussed all these points and more with Josh Bland, Associate Analyst at TechnologyAdvice. You can listen below to a podcast of this conversation, or download the show to listen later.