Self Assessment

How confident are you about your HR practices?

Take this brief assessment to determine your confidence level and to see how we can help you with your HR goals.

Take The Assessment

HR Self Assessment

Your Information

1

Do your exempt employees classified as "managers" (or anyone else paid a salary) meet the two California exemption tests?

Not
Confident

Confident,
but I have questions

Very
Confident

Explanation

In order to be properly classified as exempt (meaning not paid overtime or follow the other wage and hour provisions in the Industrial Wage Orders) the employee must meet two tests: the salary test and the job duties test. The salary test includes earning at least two times minimum wage ($66,560/yr. for 2024). The job duties test (under the Executive exemption) includes directing the work of two or more employees and the incumbent is primarily engaged in exempt duties which meet the test.

2

Have all of your employees received the CA mandated harassment prevention training?

Not
Confident

Confident,
but I have questions

Very
Confident

Explanation

Under CA law supervisors must receive 2 hours and non-supervisors must receive 1 hour of harassment prevention training every 2 years. Additionally, new hires must be trained within 6 months of date of hire and newly promoted supervisors must be trained within 6 months after promotion to a supervisor position.

3

Do your itemized wage statements (paystubs) include the ten requirements per the CA Labor Code?

Not
Confident

Confident,
but I have questions

Very
Confident

Explanation

Per the CA Labor Code wage statements must include: Available Paid Sick Leave balance, name and address of the legal entity that is the employer, any deductions made and seven more requirements found at this link.

4

Are you paying non-exempt employees’ overtime correctly at “regular rate of pay”?

Not
Confident

Confident,
but I have questions

Very
Confident

Explanation

Overtime must be paid at 1.5 times the regular rate of pay which is not always the base rate. In order to calculate the regular rate of pay, all non-discretionary pay (e.g., shift differentials, some incentive pay, bonuses, commissions and lodging) must be included in the calculation. The regular rate of pay is also required when paying Paid Sick Leave, reporting time pay and meal/rest break premiums.

5

Have your paper and online employment applications been updated recently?

Not
Confident

Confident,
but I have questions

Very
Confident

Explanation

Application requirements change often. For example, employers may not request information from applicants about the following: criminal convictions or arrests, previous salary history, and scheduling for religious and/or disability reasons. There are many other limits on pre-employment inquiries.

6

Are your employees’ Form I-9s filed correctly?

Not
Confident

Confident,
but I have questions

Very
Confident

Explanation

The Form I-9 should be kept in a binder outside of the personnel file. I-9s must be retained for the duration of employment. Once an employee separates from the employer the I-9 should be destroyed after one year from termination or three years from date of hire, whichever is later. The current version is dated 8/1/2023 and expires 7/31/2026.

7

Do your non-exempt employees take a meal period when they work more than 6 hours in a day?

Not
Confident

Confident,
but I have questions

Very
Confident

Explanation

Non-exempt employees must take a 30 minute unpaid duty-free meal period prior to the end of the 5th hour of work (4 hours and 59 minutes). Meal period in/out times should be recorded on employees’ time records and cannot be rounded.

8

Have your Alternative Work Schedules (4/10 or 9/80) been authorized and registered?

Not
Confident

Confident,
but I have questions

Very
Confident

Explanation

Approval of an Alternative Work Schedule (AWS) must be done through a secret ballot election and then registered with the state.

9

Have you provided written commission plans to your employees who are eligible for commission pay?

Not
Confident

Confident,
but I have questions

Very
Confident

Explanation

The laws around commission pay require a commission plan to be in writing, which describes how the commission is computed and the method of payment, and must be signed by the employer and the employee.

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K.D., Owner of high tech business in Sacramento, CA

I love calling Silvers HR because I know I’m going to get a direct answer about HR issues and not a lot of legal garble. They just ‘get to it’- so I can get back to business.

M. O., V. P. of Sales and Marketing residential builder, Roseville, CA

During a series of management training classes for our team Kim used a mixture of new material, hands-on exercises and group interaction that got everyone participating, even the more senior experienced ‘I-don’t-need-this-training’ types. Her presentations are interesting, challenging and full of pertinent examples and wit.

R.O., CEO of telcom company in Rocklin, CA

Silvers HR made a clear and positive impact to our bottom line. Now here’s a contribution we can measure.

T. A., President of propane company, Manteca, CA

Silvers HR understands the needs of a business owner and looks for options and solutions to help us meet our business priorities while complying with California employment laws. We consider Silvers HR our trusted HR partner.

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Silvers HR is a Sacramento based Human Resources Management company specializing in HR policy development, management training, employee assessments, compensation and benefit program design, employee attraction and retention programs, and performance management programs. For companies looking to outsource their Human Resources department, we offer all the services but none of the overhead of hiring a full-time Human Resources employee. Silvers HR – California HR Services and Consulting.