By Laurie Nooren, SPHR, PHRca, SHRM-CP

Top 10 Things on the 2024 HR To-Do List

Holiday greetings to all.  As the year end approaches (where did 2023 go?), you may be wondering what should be on your top 10 list of HR things to do for 2024.  Here are our suggestions:

  1. Ensure all non-exempt employees are earning the new minimum wage of at least $16.00 per hour, effective January 1, 2024. This does not mean the first pay day in 2024, but the first pay period that includes January 1, 2024. Don’t forget local minimum wage orders for employees who work in many bay area cities or in some cities in southern California, which may be higher than the state minimum wage.  These may apply even if they only work a few hours in those cities.
  2. Exempt employees must earn twice the state minimum wage in base earnings (not including bonuses, commissions, etc.). So ensure all exempt employees are earning at least $66,560/year effective January 1, 2024.
  3. Update exempt employees’ job descriptions on an annual basis to ensure duties haven’t changed during the year and the exempt employee still meets the duties test in addition to the salary test mentioned above. If an employee’s performance has declined, this may also affect their exemption status.
  4. Ensure your employee handbook is up to date with the new laws for 2024, including updating your Paid Sick Leave (PSL) policies to include 40 hours annually versus the previous requirement of 24 hours per year, as well as other required policy changes. Please see our email dated December 13, 2023, with our suggested handbook policy changes.
  5. After you update your handbook, ensure all employees sign an acknowledgement receipt of the current handbook for placement in their personnel file.
  6. If you conduct post-offer, pre-employment drug testing, ensure the tests used do not test for “non-psychoactive” cannabis metabolites. Only tests for psychoactive cannabis metabolites (current cannabis impairment) can be used in making employment-related decisions.  Communicate with your drug testing vendor to ensure they have this test available.
  7. Ensure a new “Notice to Employee” is provided to and signed by each non-exempt employee, reflecting the new PSL method you are using for 2024 (we have an updated version of this form for current use in our HR Library or you can find the form here). Ensure the pay rate(s) and workers’ compensation information is also current.
  8. Audit your Form I-9s to ensure they have been completed (or corrected) as required by USCIS: https://www.uscis.gov/i-9-central/complete-correct-form-i-9/self-audits-and-correcting-mistakes. Remember, I-9s must be retained for the duration of employment. After employment ends, you may destroy I-9s the longer of one year from separation or three years from the date of hire.
  9. Ensure the 2024 required employment posters are posted where your employees can easily read them, and/or are sent to your remote workers. You can order them from us: https://silvershr.com/posters/.  Local ordinances may also require their own postings.
  10. Lastly, stay up to date on other new laws for 2024 which may affect your workplace or industry. (Retained clients, please see our Employment Law Update email sent on December 5, 2023).  

If you have questions regarding any of the items on the To-Do List, please reach out to your HR Consultant.