GDPR: Is Your Recruiting Ready? GDPR：您的招聘是否准备就绪？作者：Randal Truong
As 2018 approaches, almost every company is wondering, does the General Data Protection Regulation (“GDPR”) apply to me, and if so how do I make sure I’m ready for it? GDPR represents the most sweeping data privacy legislation in the European Union since 1995, and compliance is a must for any company that does business in the EU. In your preparation for GDPR compliance, it’s critical to work with vendors like Lever who understand and will support your compliance needs.
The basics
What is GDPR?
GDPR, consisting of 99 Articles and 173 Recitals, is Europe’s new framework for data protection laws. It basically gives EU residents more control over how organizations collect, process, store, and share their personal data online. It requires organizations to undertake certain steps to ensure they are adequately protecting the personal data collected.
When does GDPR go into effect?
GDPR is already law, but due to the extensive new compliance requirements, organizations were given two years to become compliant. GDPR will start being enforced on May 25, 2018.
How do I know if the changes affect me?
GDPR requires compliance from any organization that collects personal data from someone in the EU. As a recruiting organization, that means you need to be compliant if you’re hiring, and therefore collecting the data of EU residents.
What happens if I ignore GDPR?
The penalties for non-compliance are high. Companies can be fined up to €20 million or 4 percent of their global revenue for non-compliance with key provisions of GDPR. Compared to the prior law, GDPR gives EU data protection authorities more investigative powers as well.
Definitions
GDPR affects three main groups who are either protected by the Regulation or obligated to comply with it: data subjects, data controllers, and data processors. It’s important to understand each group in order to understand GDPR as it relates to recruiting.
Data Subject → The candidate.
As the person giving their personal information, the candidate is the data subject.
Data Controller → You, the company who is doing the recruiting.
As the company doing the recruiting, you are the data controller because you decide the purposes for which you need to collect data and how to collect it.
Data Processor → Lever, the applicant tracking system, and all other software vendors you use in your hiring processes.
Lever processes data on behalf of its customers, making us a data processor.
Processing.
Essentially anything you do with personal data is a form of processing. It’s a broad term that includes but is not limited to collecting, recording, organizing, structuring, storing, adapting, retrieving, transmitting, disseminating, restricting, erasing, or destroying personal data.
Data controllers: Some concepts to keep in mind for GDPR compliance
As you probably have already determined, there is no silver bullet for GDPR compliance since the steps each company needs to take for compliance will vary depending on the EU personal data it processes. Furthermore, the text of GDPR establishes data privacy principles, but does not spell out every detail about how these principles should be achieved. Thus, decisions regarding how your organization achieves compliance are best made by consulting legal experts that understand how your business operates.
However, there are some key concepts you may want to keep in mind as a data controller while you prepare for GDPR.
GDPR:
Establishes data privacy principles.
The principles concern how to process personal data in a compliant way. Personal data must be (a) processed lawfully, (b) collected for specific and legitimate purposes, (c) limited to what is necessary, accurate and up-to-date, (d) kept for no longer than necessary, and (e) processed in a manner that ensures appropriate security of personal data. In light of these principles, companies may want to consider how they collect candidate data, what they use it for, and how long they store it.
Creates new requirements for how to process personal data legally.
In order for companies to process a candidate’s personal data lawfully, one of six conditions – listed in Article 6 of GDPR – must apply. The most relevant conditions for recruiting in a compliant manner are that the data subject (the candidate) has given specific consent, or that the processing is necessary for the purposes of the legitimate interests pursued by the data controller, e.g. evaluating candidates for the purpose of hiring.
Increases data subjects’ rights.
Under GDPR, candidates have more control over their personal data, like the right to access (knowing whether their personal data is being processed, and how), right to rectification (if their personal information is incorrect, candidates have the right to correction without “undue delay”), right to erasure (the right to request the deletion of their personal data), and the right to object to their data being used for specific purposes – like for a recruitment marketing newsletter. Companies will need to be prepared to respond to and honor data requests from candidates in a timely manner.
Regulates the safe transfer of data to countries outside of the EU.
Transfers of data outside of the European Economic Area (EEA) are typically not permitted if the European Commission deems that a country does not ensure an “adequate” level of data protection. GDPR outlines ways companies in countries outside of the EEA that do not have adequate levels of data protection (like the U.S.) can transfer data legally.
Requires reporting of data breaches.
Controllers will be required to report data breaches within 72 hours of determining that a data breach is likely to “result in a risk for the rights and freedoms of individuals.” They will also be required to notify their data subjects “without undue delay” after first becoming aware of a data breach.
Allows Member States to make more specific rules in relation to recruitment and the processing of employees’ personal data.
Controllers will want to be mindful of Article 88, and be sure to track any additional rules enacted by Member States in this area.
Requires a Data Protection Officer (DPO) in certain instances.
GDPR requires the appointment of a DPO in organizations whose core activities consist of large scale processing operations that require regular and systematic monitoring of data subjects or the processing of special categories of data. The data protection officer may be an employee or a contractor as long as they can fulfill the tasks detailed in Article 39, such as monitoring the company’s compliance with GDPR.
Requires maintaining records.
Finally, a critical measure of GDPR is that data controllers are required to maintain records of the processing activities relevant to each candidate, such as purposes for having a candidate’s data, logs of how you found them, and envisioned parameters for erasure. Controllers must be able to provide this data upon request. This makes recruiting in spreadsheets and multiple tools a risk for GDPR compliance. Using an ATS like Lever that stores every piece of data and every interaction your company has with a candidate in one place supports your ability to provide records and prove compliance.
Conclusion
If you’re a company that recruits and hires EU residents, you need to be aware of the requirements for processing their personal data. This may impact the way you recruit, like how you notify applicants and sourced candidates about the personal data you're collecting from them and how you store their personal data. For full context, there’s no better resource than the text of GDPR.
As a premium applicant tracking system with global customers, data security and compliance are a top priority at Lever. Our existing best practices around information security and privacy, including our SOC 2 Type 2 compliance, provide a strong foundation for compliance under GDPR going forward. Lever is actively preparing for GDPR compliance, and is committed to working with our customers in their compliance efforts.
全文来自于：
https://www.lever.co/blog/t-minus-157-days-until-gdpr-is-your-recruiting-ready
以下为AI翻译，仅供参考，详细以英文为主：
随着2018年的临近，几乎每家公司都在想，“通用数据保护条例”（“GDPR”）是否适用于我，如果有的话，我如何确保我已做好准备？GDPR代表了自1995年以来欧盟最广泛的数据隐私立法，对于在欧盟开展业务的任何公司来说，遵守规定是必须的。在准备GDPR合规性时，与能够理解和支持合规需求的Lever供应商合作非常重要。
基础
什么是GDPR？
GDPR由99篇文章和173篇专题文章组成，是欧洲新的数据保护法律框架。它基本上可以让欧盟居民更好地控制组织如何在线收集，处理，存储和分享他们的个人数据。它要求组织采取某些步骤来确保他们能够充分保护收集到的个人数据。
GDPR何时生效？
GDPR已经是法律，但由于新的合规要求，组织有两年的时间才能变得合规。GDPR将于2018年5月25日开始执行。
我怎么知道这些变化是否会影响我？
GDPR需要任何从欧盟某个国家收集个人数据的机构遵守。作为一个招聘组织，这意味着如果您正在招聘，您需要符合规定，因此需要收集欧盟居民的数据。
如果我忽略GDPR会发生什么？
对违规的处罚很高。由于违反GDPR的关键条款，公司可能被罚款高达2000万欧元或占其全球收入的4％。与以前的法律相比，GDPR也为欧盟数据保护机构提供了更多的调查权力。
定义
GDPR影响受规章保护或有义务遵守的三个主要群体：数据主体，数据控制者和数据处理者。了解每个群体以了解与招聘相关的GDPR是很重要的。
数据主题 →候选人。
作为提供个人信息的人，候选人是数据主体。
数据管理员 →您，正在进行招聘的公司。
作为进行招聘的公司，您是数据管理员，因为您决定需要收集数据的目的以及如何收集数据。
数据处理员 →杠杆，申请人跟踪系统以及您在招聘流程中使用的所有其他软件供应商。
Lever代表客户处理数据，使我们成为数据处理器。
处理。
基本上，你对个人数据所做的任何事情都是一种处理形式。这是一个广泛的术语，包括但不限于收集，记录，组织，构建，存储，调整，检索，传输，传播，限制，删除或销毁个人数据。
数据控制器：要遵守GDPR合规性的一些概念
正如你可能已经确定的那样，对于GDPR合规来说没有银弹，因为每个公司需要遵守的步骤取决于其处理的欧盟个人数据。此外，GDPR文本确立了数据隐私原则，但没有详细说明如何实现这些原则的每个细节。因此，关于您的组织如何达到合规性的决定最好通过咨询法律专家来了解，这些专家了解您的业务运作情况。
但是，在准备GDPR时，您可能需要将一些重要概念作为数据控制器牢记在心。
GDPR：
建立数据隐私原则。
原则涉及如何以合规的方式处理个人数据。个人资料必须（a）合法处理，（b）为特定和合法目的收集，（c）仅限于必要，准确和最新，（d）保存时间不超过必要，以及（e） ）以确保个人数据适当安全的方式处理。根据这些原则，公司可能想要考虑他们如何收集候选数据，他们使用的数据以及他们存储候选数据的时间。
为合法处理个人数据创建了新的要求。
为了使公司合法处理候选人的个人数据，必须申请6个条件之一 - GDPR 第6条中列出的条件。以合规的方式招聘最相关的条件是数据主体（候选人）已经给予特定的同意，或者为了数据控制人所追求的合法利益的目的而进行处理是必要的，例如为了招聘。
提高数据主体的权利。
根据GDPR，候选人对其个人数据拥有更多的控制权，如获取权（知道他们的个人数据是否正在处理，以及如何处理），纠正的权利（如果他们的个人信息不正确，候选人有权纠正，不当延迟“），删除权（要求删除其个人数据的权利）以及反对其数据用于特定目的的权利 - 例如招聘营销通讯。公司需要做好准备，及时响应和尊重候选人的数据请求。
规定将数据安全传输到欧盟以外的国家。
如果欧盟委员会认为一个国家没有确保“足够”的数据保护水平，则通常不允许在欧洲经济区（EEA）之外转移数据。GDPR概述了欧洲经济区以外国家没有足够数据保护水平的公司（如美国）可以合法传输数据。
需要报告数据泄露。
在确定数据泄露很可能“导致个人权利和自由风险”的72小时内，控制器将被要求报告数据泄露事件。他们还将被要求“在没有不当延迟”的情况下通知他们的数据对象首先意识到数据泄露。
允许成员国在招聘和处理员工个人数据方面制定更具体的规定。
管理人员会想要注意第88条，并且一定要跟踪会员国在这方面制定的任何其他规则。
在某些情况下需要数据保护员（DPO）。
GDPR要求在其核心活动由大规模加工业务组成的组织中指定DPO，这些业务需要定期和有系统地监测数据主体或处理特殊类别的数据。只要数据保护官员能够完成第39条中详述的任务，例如监控公司对GDPR的遵守情况，就可以是员工或承包商。
需要维护记录。
最后，衡量GDPR的一个关键指标是数据控制人员需要保存与每个候选人相关的处理活动的记录，例如有候选人数据的目的，你如何找到他们的日志以及设想的擦除参数。控制器必须能够根据要求提供这些数据。这使得在电子表格和多种工具中招聘GDPR合规风险成为可能。使用像Lever这样的ATS存储每一项数据，以及您公司与候选人在一个地方进行的每次互动，都有助于您提供记录并证明合规性。
结论
如果您是招聘和雇佣欧盟居民的公司，您需要了解处理其个人数据的要求。这可能会影响您招聘的方式，比如您如何通知申请人和采购人员关于您从他们收集的个人数据以及如何存储他们的个人数据。对于完整的背景，没有比GDPR文本更好的资源。
作为全球客户的优质申请人跟踪系统，数据安全性和合规性是Lever的首要任务。我们现有的关于信息安全和隐私的最佳实践（包括我们的SOC 2第2类合规性）为未来GDPR合规奠定了坚实的基础。Lever正在积极准备GDPR合规，并致力于与我们的客户合作。
资讯
2018年03月31日
资讯
California Labor Laws 2018
Everything to know about the state's HR, payroll, and benefits rules.
Welcome to the big leagues. If HR compliance was a contest, the Golden State would take first place in the category of most difficult. The Human Resources Certification Institute goes as far as to offer a separate credential, the PHR-CA, to members ambitious enough to master California HR compliance.
Are you up to the challenge? From hiring rules to payroll processing, we’ve broken down the nuances of California HR, all in one place. You can also keep up with regulatory changes by subscribing to the Namely newsletter or following our compliance blog, HR News.
California Fast Facts
Minimum Wage: $10.50 (26+ employees)
Overtime Exemption: $45,760 per year
Salary History Ban: ✓
Ban the Box Law: ✓
Harassment Training: Mandatory for supervisors
Paid Family Leave: 6 weeks, 60-70% of wages
HR Difficulty Rating: ★★★★★
Link: California Labor Commissioner's Office
HR Compliance
California is considered the hardest place in the country to practice HR. So why is the state known for golden beaches and sunny weather anything but laid back? Labor laws are generally favorable toward either businesses or employees. In this legislative tug-of-war, Democrats have historically sided with workers. California is a “deep blue” state, and as such has pioneered some of the most pro-employee regulations in the country. For evidence of that, look no further than some of the state’s “greatest hits.” California was the first state to enact a paid family leave mandate, and the first state to pass a $15 minimum wage. For HR professionals, milestones like these mean constantly having to keep up with new rules.
Many of these rules are unique. Take California’s approach to non-competes, for example. Noncompete agreements, which forbid current or former employees from working with a competitor, are illegal for nearly all roles in California. Only CEOs and owners are excluded from that hard rule. While the state’s hardline stance remains an outlier in HR compliance, a number of other jurisdictions have vowed to follow its example. New York City in particular seems to be intent on passing a similar ban.
Another hot topic in California is immigration and work authorization. While a growing number of states are looking to mandate E-Verify, the electronic service that cross-references employee I-9 information with government records, California is going the opposite way—limiting its use. It is illegal for employers to use the tool to confirm the immigration status of a job applicant or current employee. Penalties here are steep, reaching as much as $10,000 per offense. As an alternative, HR professionals should regularly run Form I-9 audits to determine whether they’re in compliance with U.S. immigration law.
Those are just some of the issues California employers face as it pertains to HR compliance. Read the articles below to learn more about state laws covering matters like anti-harassment training, worker authorization, equal pay, and more.
More resources on California HR Compliance
Navigating Federal and State Anti-Harassment Laws
Non-Competes Face New Legal Tests
New California Law Seeks to Close Gender Pay Gap
Lunch Breaks: Federal and State Rules
The Ultimate Guide To Multistate Employment
Paid Leave
While the U.S. doesn’t have a national paid leave mandate, that hasn’t dissuaded states and cities from taking matters into their own hands.
As is often the case in employment law, the Golden State has served the role of trailblazer. In 2004, California became first state to implement a paid family leave mandate. The move spurred a wave of other states to follow, including Rhode Island, Washington, New Jersey, and New York.
California’s paid family leave rules are among the country’s most generous, offering employees up to six weeks to bond with a child or care for an ill family member. This leave needs to be paid at 60 to 70 percent of regular wages, depending on how much the individual usually earns. In a rare case of “fully paid” family leave, the city of San Francisco requires employers to foot the bill for the remaining wages that aren’t covered.
Thankfully for businesses concerned about costs, employers don’t actually pay for the statewide program. Paid leave in California is funded through an employee-paid tax. That said, HR teams are still tasked with ensuring that the right systems and payroll deductions are in place to make that happen. What’s more, state law also requires that leave balances display on employee pay stubs, so workers are aware of how many days they’re entitled to. Businesses with California employees should work with their payroll providers to ensure that their system supports these requirements.
Beyond traditional paid leave, keep in mind that even vacation time is subject to state rules. California considers accrued PTO as a part of overall earnings and requires that it be paid out to departing employees. That payout has to happen along with their last check, due within 72 hours of their departure or on their last day, depending on whether the employee voluntarily quit or was fired. It’s for this reason that “unlimited” vacation policies often raise legal questions in the state. If PTO is considered part of an employee’s earnings, how do you pay out an unlimited policy if he or she terminates?
While California is certainly on the paid leave bandwagon, will lawmakers on Capitol Hill follow suite? Though paid family leave has historically been a non-starter with Republican lawmakers who view most employer mandates unfavorably, that hardline stance has softened in recent years. President Trump and members of his family have voiced support for paid family leave, and a number of proposals have been put forward in Congress.
Only one thing is certain: if that federal mandate ever does come, it’ll be California HR professionals who will be best prepared.
More resources on California paid leave
New CA Family Leave Requirements Take Effect
CA Boosts Paid Family Leave Benefits
The Evolution of Paid Leave
Building Employee Loyalty With PTO
Recruiting
With unemployment at record lows, it’s no secret that getting top talent through the door is as hard as it's ever been. Thanks to a number of state labor laws, that’s doubly true for California recruiters. When it comes to topics like salary history and criminal history, some questions are better left unasked.
With a law that went into effect earlier this year, it is now unlawful for all businesses to ask about an employee’s salary history. Recruiters should note that if a candidate voluntarily provides salary information without being asked, HR can then consider it when making a compensation decision. Additionally, the law requires employers to provide applicants with the opening’s pay range if asked.
What is this law’s purpose? These salary history bans, which have been passed by a growing number of states and cities nationwide, are tied to the equal pay movement. Legislators’ operating theory is that asking about prior compensation only serves to perpetuate past pay discrepancies. Outlawing the question would then effectively force employers to only decide compensation based on market rate and job experience.
There’s one other topic that’s illegal to bring up during the interview process: criminal history. That means the “have you ever been convicted of a crime?” box found on most traditional job applications is forbidden for most roles in California. You can only ask about criminal history once you’ve extended a job offer—and even then, if you’re not satisfied with the response, you’ll need a substantive reason to retract your offer. If you’re concerned about the results of a background check, carefully consider whether the offense has a real connection to the role’s responsibilities. If the candidate disagrees with your assessment, they are legally entitled to an appeal.
These so-called “ban the box” laws are growing in popularity nationwide. If you have multistate offices, note that adopting California-compliant rules across the board might serve you well in the long term. Over 150 cities and several states have laws limiting access to criminal history, applying to over 230 million people. For HR professionals, that’s another rule to keep track of. For the nearly one third of Americans with some form of criminal history, however, it means something much more: a potential second chance.
More resources on HR certification
HR’s Guide to Hiring Laws in California
California Set to ‘Ban the Box’
CA Set to Ban Salary History Questions
California Looks to Expand Veteran Hiring
Payroll
Being a payroll professional anywhere can be taxing work. Payroll in the Golden State is a whole other ballgame.
Back in 2016, California Governor Jerry Brown signed off on the first $15 minimum wage law in the country. To assuage concerns that the increase was too dramatic, lawmakers opted to implement the increase subtly over time, with different rates applying to different size companies. Because of this approach, the hardest part for HR professionals isn’t simply upping employee compensation—it’s keeping track of what minimums are actually in effect. A full schedule of planned increases is below. Keep in mind that after 2023, the minimum wage is subject to an annual adjustment based on the health of the state’s economy.
California Minimum Wages (2018-2023)
Effective Date (Jan. 1)
26+ Employees
Under 26 Employees
2018
$11.00
$10.50
2019
$12.00
$11.00
2020
$13.00
$12.00
2021
$14.00
$13.00
2022
$15.00
$14.00
2023
$15.00
$15.00
For most employers across the country, overtime rules are the same. Under the Fair Labor Standards Act, any hours over 40 in a week count as time-and-a-half pay for nonexempt workers. California goes about overtime a little differently. The state takes a unique daily approach to overtime calculation, stipulating that any hours over eight in a day are considered overtime. Additionally, any hours over 12 in a day are considered “double overtime,” meaning that employees are paid double their rate of pay.
There are a host of other rules that the state applies to payroll. Did you know that you’ll need to provide a terminated employee with their final check before they head out the door? Or that it’s illegal to print your employee’s social security number on their paystub? As is often the case in compliance, the devil’s in the details. If you’re working with or evaluating payroll vendors, be sure to ask how familiar they are with some of these lesser known local rules.
More resources on California payroll
CA Approves Historic Minimum Wage Increase
California Proposes New Overtime Rules
When Is an Employee’s Final Paycheck Due?
State Wage and Tax Rates for 2018
Payroll Guide: Definitions, Compliance, and Software
Local
All compliance is local. While California is known as a state with exceptionally complex HR rules, you shouldn’t count out its various cities and counties from enacting their own regulations, too.
If you have multiple offices or employees scattered across the state, knowing which rules to follow can be a challenge. Here’s a tip you can apply in almost all cases: when in doubt, the set of rules most generous to employees prevails. That same “golden rule” applies when federal and state rules contradict, too.
Here’s an example. An employer has offices in both San Diego and San Francisco. As of this writing, San Diego’s minimum wage sits at $11.50 per hour. In San Francisco, it’s $14.00 per hour. The statewide rate is $11.00 for companies with 26 or more employees. Both local rates are higher than the state minimum, which means they’re the ones you actually need to follow. While you could legally offer employees a minimum wage matching the jurisdiction they’re in, it might be easier to default to the San Francisco rate across the board. That’s particularly true considering that the state minimum will reach $14.00 after 2020 anyway.
Keep in mind that local governments often serve as trailblazers when it comes to changes in employment law. Before the state passed its own ban the box law, for example, Los Angeles and San Francisco had their own variants. If you’re looking to stay ahead of what the governor or state lawmakers will do next, watch what the local HR “laboratories” are doing first.
More resources on California local compliance
How to Navigate Contradictory HR Laws
San Francisco to Require Fully Paid Family Leave
San Francisco Bans Salary History Questions
Staying in the Know
Keeping tabs on rules and regulations is hard enough in most states, let alone in California. Between hiring and managing talent, there isn’t always time for HR to keep up with what’s happening in Sacramento. That’s doubly true for those at companies with multistate offices.
Want to stay in the know? Join the 150,000+ HR practitioners who subscribe to Namely’s blog. We’ll bring you the latest in HR news, share practical tips for implementing best practices, and tell real stories of work and life from our community. Click here to subscribe to the Namely newsletter to keep tabs on California and beyond.
来源：https://library.namely.com/california-labor-laws?utm_campaign=california-pillar&utm_source=linkedin&utm_medium=social
资讯
2018年03月18日
资讯
5 Reasons Why We Switched To Unlimited Vacation
WRITTEN BY
Brett.Farmiloe
Brett Farmiloe is the Founder and CEO – and currently CHRO - of a digital marketing company that ranks really well on Google. Search “digital marketing company,” and you’ll see Markitors. Brett has also been a keynote speaker at several state SHRM conferences around the topic of employee engagement.
According to 2015 research from SHRM, less than one percent of employers offer an Unlimited Vacation policy. So, I guess our company is now in the minority.
We recently transitioned from a traditional vacation policy to an Unlimited Vacation policy that pays employees $500 to take vacation.
Why make the switch? Here’s five solid reasons.
Unlimited Vacation Aligns With Our Culture
Trust is at the core of our company. Clients trust us to get them marketing results, and as an employer, we give employees enough freedom to get those results in the way they best see fit.
If we can’t trust you with unlimited vacation, then we can’t trust you to do your job. Extending an Unlimited Vacation benefit to employees was an extension of the message, “Hey, we trust you.”
Improve Employee Retention
One day an employee came to me and told me, “Brett, our vacation policy sucks.”
Our old vacation policy was copied and pasted from another friend’s company in the industry. Clearly, our culture and employees were rejecting this policy as a foreign object. Something needed to change.
Introducing Unlimited Vacation reinforces the feeling of freedom within a workplace. That helps in the short and long-term with retention.
At the very least, we’ll now have a “pre” and “post” employee retention rate to evaluate after implementing Unlimited Vacation.
Strengthen Recruiting Efforts
There’s two ways Unlimited Vacation helps with recruiting. First, the benefit helps attract candidates and improve the acceptance rate for employment offers.
You can see a candidate’s eyes light up when you tell them that we offer Unlimited Vacation – and that we pay you $500 to take vacation. It’s a benefit that helps differentiate us from other employers and communicates what type of environment our company enjoys – one of trust and freedom.
On the flip side, offering Unlimited Vacation is a real gut check when interviewing candidates. My interviewing mindset has now shifted to, “Can I trust this person with Unlimited Vacation?” That question has introduced a whole new level of selectiveness within our hiring process.
Resource Allocation
As CEO of a company with 12 employees, I found myself spending an hour per month tallying up vacation requests, vacation time taken, and calculating the accuracy of accrued vacation balances. I rather spend that time helping grow our company.
We still track vacation days taken to ensure that the minimum amount of time is taken by each employee. But, lifting the burden of carrying over accrued vacation balances helps me sleep a little better each night.
Values Based Benefits
Each benefit we offer at our company must align with one of our core values. Unlimited Vacation aligns very nicely with our value, “You Are Unique.”
Previously we offered a paid day off on your birthday and a traditional vacation package to help celebrate your “uniqueness.” Now, it’s unlimited.
We’ll see how it all works out, but feels right for now.
资讯
2018年02月20日
资讯
雇主是否需要给工人吃饭休息？推荐阅读 Are Employers Required to Give Workers Meal and Rest Breaks?谷歌翻译机器人自动翻译：
雇主可能很难找出哪些员工有权吃饭和休息，以及在提供休息时必须遵守哪些规则。是否需要为休息时间支付工资？在换班期间的特定时间是否需要休息？就业法律师告诉SHRM在线。
纽约市杰克逊·刘易斯（Jackson Lewis）律师理查德·格林伯格（Richard Greenberg）说，联邦法律并不要求成年雇员进餐或休息。对于选择提供短暂休息（最多20分钟）的雇主来说，“公平劳动标准法案”确实要求雇主在那段时间支付雇员的工资，并按计算加班工资的时间来计算这个时间。
查尔斯·麦克唐纳（Charles McDonald）是南卡罗来纳州格林维尔市Ogletree Deakins律师事务所的律师，他说，大部分的膳食和休息休息规定都受到州法律的管辖，但是依从性可能会非常棘手，特别是对于那些必须考虑许多不同要求的多州雇主而言。
州差异的例子
格林伯格解释说，州法律对所需休息的频率，工人是否可以免除休息以及是否必须允许员工离开办公场所有所不同。
[人力资源管理局成员资源：国家膳食和休息休息要求 ]
例如，在加利福尼亚州，工人每工作四个小时就有10分钟的有薪休息时间，“或者大部分时间”，每五个小时工作30分钟的无薪餐休息时间。员工可以放弃休息的权利，但只有在工作时间不超过六小时的情况下。在某些情况下，雇员可以被允许进行“值班”用餐，但时间必须按照工人的正常工资率支付。
加利福尼亚州的法律也规定必须在休息时间的什么时候休息。休息时间必须在四个小时的工作时间中间进行，并且在轮班的第五个小时结束之前必须进餐。
麦当劳说，加利福尼亚州的雇主要记录休息是至关重要的，因为国家的法律是如此具体。但他指出，员工只能“休息”休息，因为需要支付休息时间。
如果不遵守休息法，那么州内的雇主就会面临严厉的惩罚。员工每天有权享受一小时的休息时间规则，每天还有一小时的工作时间没有遵守。
一些州的要求比加利福尼亚要求不严格，但是他们的法律还规定了何时必须休息。例如，在康涅狄格州，至少工作七个半小时的员工通常有权吃饭。员工必须在头两个小时之后和最后两个小时之前休息。然而，康涅狄格州没有休息休息法。
罗得岛州的雇主必须为员工提供20分钟的用餐时间，上班时间为6小时，30分钟的用餐时间为上班时间为8小时的员工。
包括阿拉巴马州，佛罗里达州，印第安纳州，爱荷华州，路易斯安那州，密歇根州，新泽西州，北卡罗莱纳州，宾夕法尼亚州，俄亥俄州，俄克拉荷马州和弗吉尼亚州的许多州都有违反未成年人的规定，
McDonald说，这些规定不仅在各州有所不同，而且在某些地区也有所不同。
例如，马里兰州拥有50名或更多员工的零售企业必须为工作时间为四至六小时的员工提供15分钟的休息时间，或者为长时间工作的员工提供30分钟的休息时间。
在密苏里州，煤矿工人有权享受一小时的用餐时间。
雇主提示
雇主需要知道什么样的休息要求适用于他们经营的地点，麦当劳说。
休息政策应该解决休息的时间，时间和频率; 他们在哪里可能被采取; 如果有的话，可以在休息期间执行什么样的职责; 以及时间是有偿还是无偿。
格林伯格说，在一个以上的司法管辖区内运作的雇主应该尝试提出一般性的多级解决方案，并确保在诉讼风险最高的地区（如加利福尼亚州）执行所有最佳实践协议。
英文版本：
https://www.shrm.org/ResourcesAndTools/legal-and-compliance/state-and-local-updates/Pages/Employee-Required-Meal-and-Rest-Breaks.aspx
mployers may have a difficult time figuring out which employees are entitled to take meal and rest breaks and what rules they have to follow when offering those breaks. Do workers have to be paid for breaks? Do breaks have to be taken at a certain time during the shift? Here's what employment law attorneys told SHRM Online.
Federal law does not require meal or rest breaks for adult employees, said Richard Greenberg, an attorney with Jackson Lewis in New York City. For employers that choose to offer short breaks (up to 20 minutes), the Fair Labor Standards Act does require employers to pay employees for that time and count that time as hours worked when calculating overtime pay.
Most meal and rest break rules are governed by state law, but compliance can be tricky, particularly for multistate employers that have to consider many different requirements, said Charles McDonald, an attorney with Ogletree Deakins in Greenville, S.C.
Examples of State Differences
State laws differ as to the frequency of breaks required, whether workers can waive breaks and whether employees must be allowed to leave the premises, Greenberg explained.
[SHRM members-only resource: Meal and Rest Break Requirements by State]
In California, for example, workers are entitled to a 10-minute paid rest break for every four hours worked "or major fraction thereof" and a 30-minute unpaid meal break for every five hours they work. Employees can waive their right to take a meal break but only if they work no more than six hours. In certain circumstances, an employee may be permitted to have an "on-duty" meal period, but the time must be paid at the worker's regular rate of pay.
California law also dictates at what point in the shift the breaks must be taken. Rest breaks must be taken near the middle of a four-hour work period, and meal breaks must be taken before the end of the fifth hour of a shift.
It is critical for California employers to record breaks because the state's laws are so specific, McDonald said. But he noted that employees should only "clock out" for meal breaks because rest breaks need to be paid.
Employers in the state face steep penalties if they don't comply with break laws. An employee is entitled to one hour of pay for each day a rest-period rule was violated and an additional one hour of pay for each day a meal-period rule wasn't followed.
Some states have less stringent requirements than California, but their laws still specify when breaks must be taken. For example, in Connecticut, employees who work at least seven and a half hours are generally entitled to a meal break. Employees must take their break after the first two hours and before the last two hours of work. Connecticut, however, doesn't have a rest break law.
Rhode Island employers must provide a 20-minute meal break to employees who work a six-hour shift and a 30-minute meal break to those who work an eight-hour shift.
Many states—including Alabama, Florida, Indiana, Iowa, Louisiana, Michigan, New Jersey, North Carolina, Pennsylvania, Ohio, Oklahoma and Virginia—have break rules for minors but not adults.
The rules not only vary from state to state but also from industry to industry in some jurisdictions, McDonald said.
For example, retail businesses in Maryland with 50 or more employees must provide a 15-minute rest break to employees who work between four and six hours or a 30-minute meal break to those who work longer hours.
In Missouri, coal miners are entitled to take an hour-long meal break.
Tips for Employers
Employers need to know what break requirements apply to the locations in which they operate, McDonald said.
Break policies should address the duration, timing and frequency of breaks; where they may be taken; what duties, if any, may be performed during a break; and whether the time is paid or unpaid.
Employers that operate in more than one jurisdiction should try to come up with a general multistate solution and ensure in areas with the highest litigation risk—such as California—that all best-practice protocols are implemented, Greenberg said.
李静远律师对于2018加州HR的建议大家新年快乐！ 正如我们大多数人所知，加利福尼亚州每年都制定新的与人力资源相关的法律。对于在加州工作的人力资源专业人员，下面是在新的一年自我审计的一些提示：
1. 在全州范围内检查您的员工在做同等雇主时的薪酬是否存在性别差异，或白人与其他种族群体之间的差异。与律师一起进行自我审计，与律师讨论差距，以便讨论内容受特权保护。
2. 确保豁免员工的所有薪水至少为45,760美元，拥有26名或更多员工的加州雇主的最低工资增加到每小时11美元。内部销售人员每月至少需要挣2,860美元的佣金才能免除加班费。
3. 修订你的的雇用申请表，删除提及工资史或刑事定罪。可以事先告诉申请人，如果招聘他们，将会进行全面的背景调查。
4. 培训管理人员，如果美国移民和海关执法局（ICE）人员出现，在没有传票的情况下，不允许他们进入休息室或非公共场所与员工谈话。
5. 如果你有超过50名员工，安排骚扰培训，包括性取向和性别认同。确保培训是由具有消除工作场所骚扰的知识和专业知识的培训师完成的。
Happy New Year’s everyone! As most of us know, California enacts new HR related laws every year. For HR professionals working in California, here are some self-audit tips for the new year: 1. Review your employees’ compensation statewide for disparities between genders or between whites and other racial groups for people doing equivalent work. Do the self-audit in conjunction with counsel and discuss gaps with them so that it's all privileged. 2. Make sure all salaries are at least $45,760 for exempt employees, to account for the increase in minimum wage to $11 per hour for California employers with 26 or more employees. Inside salespeople need to earn at least $2,860 per month in commissions to be exempt from overtime. 3. Revise your employment applications to remove references to salary histories or criminal convictions. It's OK to tell applicants up front that there will be a comprehensive background check done if they receive an offer. 4. Train managers that if ICE shows up, they are not allowed into break rooms or non-public areas to talk to employees without a subpoena. 5. If you have more than 50 employees, schedule harassment training to include sexual orientation and gender identity. Make sure the training is performed by trainers with knowledge and expertise in eliminating workplace harassment.
Jing Li Esq. California Employer-side Employment Lawyer https://swsslaw.com/attorney/jing-y-li/
李静远律师. 加利福尼亚州代表雇主的雇用律师 https://swsslaw.com/attorney/jing-y-li/
资讯
2017年12月29日
资讯
北美华人人力资源协会2017年度评选榜单揭晓 由北美华人人力资源协会发起的2017年度评选活动－North American Chinese Society of Human Resource Annual Awards （以下简称“NACSHR年度评选”）以及颁奖典礼于2017年12月20日在硅谷圣塔克拉拉万豪酒店圆满落幕。现场近50位来自优秀华人企业或科技公司，如阿里巴巴、百度、猎豹、京东、景弛、海航创新、滴滴出行、新浪、华为、Workday、Linkedin等的HR高管均出席本次的颁奖活动，一同见证北美华人企业的光辉时刻。NACSHR年度评选获奖榜单也在现场隆重揭晓。
伴随着华人企业快速的全球化扩展，华人在北美企业中的角色越来越重要和多样化，也更加凸显了人力资源和人才发展的重要性和关键性。为了更好的帮助和团结在北美的华人人力资源工作者以及北美职场的华人，协会由美国硅谷优秀的华人人力资源同仁们共同发起成立于2016年。今年是北美华人人力资源协会首次发起年度评选活动。评选旨在发现华人企业在海外的卓越的人力资源发展成果，发掘华人企业在海外人力资源实践的优秀案例，表彰华人企业中优秀的人力资源团队以及个人。通过本次的评选活动希望让更多的海外华人企业可以进一步借鉴优秀的人力资源实践成果，并进行广泛地分享和交流，与国内外的华人人力资源同仁们共同勉励，持续进步。
NACSHR年度评选今年设置2大奖项类别，分别是“最佳人力资源实践”和“最佳人力资源团队”，其中在“最佳人力资源实践”奖项下又另设“招聘创新实践”、“国际化实践”、“人力资源战略伙伴实践奖“三个细分奖项。评选活动于11月初中旬启动，历经为期一个月的评选期间，最终共有6家企业摘得年度评选的奖项。
颁奖典礼于6点半准时开幕，由北美华人人力资源协会主席－Jennifer女士发表开幕致辞，正式拉开活动的帷幕。随后揭晓了部分奖项，其中阿里巴巴集团美国, 京东美国凭借其在人力资源领域的杰出成就分别获得“最佳人力资源国际化”、“最佳人力资源实践”以及“最佳人力资源招聘创新实践”；百度美国以其快速增加的高潜力团队获得“最佳人力资源团队”奖项。、紧接着，来自百度美国的人力资源团队的Shelly也和我们进行了分享了关于华人人力资源团队国际化方面的心得体会。
分享结束后，北美华人人力资源协会随后公布了剩余的奖项，其中猎豹移动和滴滴美国因其在国际化领域的突出成绩均获得“最佳人力资源国际化”奖项；景弛科技凭借其较少的HR核心团队在过去7个月帮助团队从10人的美国团队增长至近80人横跨中美的团队，同时努力增加公司的“温度”，从衣食住以及生活处入手细致入微地关怀员工等方面获得了“最佳人力资源实践”奖项。随后猎豹移动的Linda Lee也分享了关于猎豹移动在走向国际化方面的实践和经验，为在场的人力资源同仁们带来不少的收获。最后来自滴滴出行的Train Luo也与大家分享了滴滴出行在人力资源国际化方面所做的探索，使各位在场的人力资源同行们受益匪浅。
至此，本次北美华人人力资源协会发起的2017年度评选活动暨颁奖典礼顺利落幕。以下是此次评选的获奖名单（排名不分先后）:
以下为获奖企业
阿里巴巴企业代表
百度企业代表
猎豹移动企业代表
滴滴出行企业代表
京东集团企业代表
景弛企业代表
关于北美华人人力资源协会
为了更好的帮助和团结在北美的华人人力资源工作者以及在北美职场的华人，协会由美国硅谷优秀的华人人力资源同仁们共同发起成立于2016年。协会宗旨是为北美华人人力资源从业者提供广泛的交流平台，促进华人人力资源在海外的发展，维护华人人力资源从业者及职场华人的正当权益，建立北美地区乃至国际范围内的华人人力资源交流合作组织。
协会目前拥有官方网站（www.nacshr.org), 网站下设立招聘版块（job.nacshr.org)以及专栏板块（column.nacshr.org），旨在为北美的华人企业以及人力资源从业者提供免费的职位发布以及宣传企业人才策略和招聘资讯的渠道。
同时协会还运营微信公众账号（NACSHR），LinkedIn，Twitter以及Youtube，欢迎大家关注！
北美优秀华人人力资源服务机构征集
为更好的帮助北美华人企业与华人HR创业企业，NACSHR特别推出优秀服务机构征集表单,
我们将筛选后通过NACSHR平台推荐给到NACSHR用户和会员。
欢迎大家提交相关信息，共同发展。
这里填写：http://hrday.com/survey/survey.php?id=CEA6FD35-7FB3-8E74-E01C-3FA9A539DF0A
NACSHR is proud to launch the "Excellent Chinese Human Resource Service Providers Collection" program for better helping the development of local Chinese enterprises in North America. After collecting the information, we will share it on our NACSHR platform and recommend to our users and members. Welcome to submit your information!
资讯
2017年11月17日
资讯
诚邀提名：2017北美华人人力资源年度大奖评选启动了！马上参与提名吧！NACSHR年度评选官网：http://awards.nacshr.org/
★★★ 评选介绍 ★★★
全球化的浪潮此消彼长，技术的加速发展如移动互联网、共享经济、人工智能发展都在快速的改变着世界，数字化、扁平化的世界正在加速到来，中国企业迎来前所未有的全球化发展机遇和挑战，打破一切常规，颠覆传统的时代正在到来，华人企业越来越以创新者的身份出现在世界上，这是一个崭新的时代！
为进一步推广团结及表彰华人企业在海外的卓越发展实践，北美华人人力资源协会特别邀请诸多中国出海企业的优秀代表参与此次优秀实践的年度评选！
本次评选旨在发掘华人企业在海外人力资源发展的优秀实践案例，卓越团队，能够让更多企业进一步借鉴和交流。
我们诚挚邀请更多的华人企业参与本次年度评选的活动中。
本次评选我们秉承公开公平向上的原则制定评选的标准和邀请具有代表性的评委.
颁奖时间：2017年12月20日 周三 5:00-8:30 pm
酒会地址：美国 硅谷
活动形式：互动酒会+颁奖论坛
评选提名已经开始，请看阅读原文
★★★ 奖项设置 ★★★
奖项设置:
·最佳人力资源实践奖（会根据提名安排做一些细分，如招聘创新实践、国际化实践、人力资源战略伙伴实践奖等。）
·最佳人力资源团队奖
参选对象和条件:
中资或华人企业背景，海外有独立的分子公司;
愿意提交真实实践案例并参与之后的案例线上线下分享。
★★★ 颁奖酒会 ★★★
2017年12月20日 周三 5:00-8:30pm
硅 谷
★★★ 参选提名 ★★★
参与评选的理由:
- 获奖案例将入选NACSHR人力资源管理案例库；
- 认可和激励人力资源团队的绝佳机会；
- 提升企业和团队在行业内以及企业内外的知名度和荣誉感；
- 进一步帮助人力资源工作在企业内的认同和支持；
- NACSHR举办的线上线下活动中分享案例的机会，进一步扩大影响力；
- 获得NACSHR的荣誉奖项，证书，提升雇主品牌形象，吸引人才；
- 获得评委嘉宾的点评和相互学习交流的机会。
荣获奖项的企业，团队及个人将得到多方面的宣传：
官方网站 – NACSHR专题主页将实时汇报选进展，并联合其他新闻频道对评选结果进行隆重报道。荣获奖项的企业，团队及个人将在活动网站主页详细展示其获奖理由。
官方公众号/微博 – 将由NACSHR官方Twitter以及官方微信（微信号：nacshr）进行独家评选进展跟踪被众多企业的人力资源总监和经理、CEO、总经理、部门直线经理、人力资源专家及其他策略性商业决策人士了解。
综合媒体 –评选结果，品牌露出宣传稿件等通过FACBOOK\LINKEDIN\Twitter等推广
提名地址：http://hrday.com/survey/survey.php?id=FA7D0E36-6BE0-90E5-6121-845FA709E09B
★★★ 主办机构 ★★★
北美华人人力资源协会 North American Chinese Society of Human Resource, (known as NACSHR) 随着华人企业快速的全球化扩展，华人在北美企业中的角色越来越多样化，人力资源和人才发展的需求就显得异常重要和关键。更好的帮助和团结在北美的华人人力资源工作者以及在北美职场的华人，在此背景下发起北美华人人力资源协会。
With the development of globalization and frequent international talent exchanges, Chinese enterprises set up more and more global organizations in the US and lots of Chinese starts to play important roles in the American workplace. How to protect and unite Chinese workforce, finally help them achieve success in career has become a key task. North American Chinese Society of Human Resource(NACSHR) was founded under this background.
★★★ 联系我们 ★★★
赞助合作：Annie@nacshr.org
提名联系：Awards@nacshr.org
酒会地点：美国硅谷
颁奖时间：12月20日 周三
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