Glassdoor is going to show you how diverse employees rate their workplaces
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Glassdoor, a jobs website that has offices in Mill Valley, has started using its site to show how companies are rated by its employees from diverse backgrounds.Google Street View
Mill Valley job site Glassdoor wants to shed light on what different kinds of people think of their companies, benefits and leadership.
Anonymous ratings on the website’s public company profiles will now show what people from diverse backgrounds think about their companies, employer cultures and perks with new rating features that will appear when a certain number of employees opt to share their demographic information while rating a company.
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Last fall, late on the final day he was permitted to sign legislation under California law, Governor Gavin Newsom affixed his signature to SB 973, a law that imposes on covered employers a significant employee data reporting requirement. All private employers who are required to prepare and file annual EEO-1 forms (Employer Information Report) and employ any employees in California must file the new reports annually with the Department of Fair Employment & Housing (DFEH). This new law has been codified as section 12999 of the California Government Code.
The data reporting requirement purportedly is intended to help achieve equal pay for women and persons of color by mandating the collection and submittal to the DFEH by covered employers of data that can be used by the DFEH “to investigate, conciliate, mediate, and prosecute complaints alleging practices made unlawful by [the Fair Employment & Housing Act].” (SB 973, S
In September of last year, Governor Newsom signed SB 973, California’s first statutory employee data reporting requirement. SB 973 became codified as section 12999 of the California.
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With the new year comes new laws that affect California employers. The following are the A to Z of changes in the law that may affect your business in 2021.
Attorneys Fees for Whistleblower Retaliation and Extended Filing Period for DLSE Claim (AB 1947)
This new legislation expressly authorizes a court to award reasonable attorneys fees to a plaintiff who prevails in a “whistleblower” action under Labor Code Section 1102.5. The new legislation also lengthens the period of time in which employees can file complaints with the California Division of Labor Standards Enforcement (DLSE). An employee who believes he/she has been discharged or otherwise discriminated against in violation of any law enforced by the Labor Commissioner now has one year to file a DLSE complaint.
Service Workers
Employers are also required to identify the number of employees by race, ethnicity, and sex whose annual earnings fall within each of the pay bands used by the U.S. Bureau of Labor Statistics in the Occupational Employment Statistics survey. To do so, the employer must calculate the total earnings for each employee for the entire reporting year, whether or not the employee worked a full calendar year. Lastly, the report must include the total number of hours each employee worked in each pay band.
To avoid duplicative reporting, if an employer is required to submit an EEO-1 under federal law (which provides substantially similar data), the employer may submit a copy of the same report to the DFEH. However, if an employer has multiple establishments, it must file a report for each establishment, as well as a consolidated report. Per S.B. 973, the first annual report will be due on or before March 31, 2021, and subsequent annual reports will be due on or before March 3