Susana Alonso SHRM-CP

Are you prepared for the New California HR Requirement for 2026: SB 294 California employers have another compliance requirement on the horizon. Effective February 1, 2026, the Workplace Know Your Rights Act (SB 294) will require employers to distribute an annual written notice to all employees outlining key workplace and constitutional rights - including immigration-related protections, workers’ compensation rights, and the right to organize. This isn’t a one-time posting. It’s an annual requirement, and like many California employment laws, compliance isn’t optional — even for small employers. For business owners, this raises familiar questions: What exactly needs to be included? How should it be distributed? How do we track and prove compliance? How do we make sure this doesn’t get missed year after year? This is where having experienced HR leadership makes a difference. Fair Way HR Solutions helps California employers: • Interpret new employment laws in plain language • Draft and distribute required notices correctly • Build these requirements into an annual compliance calendar • Reduce risk without adding unnecessary administrative burden The goal isn’t just compliance — it’s confidence. If you want to head into 2026 knowing this (and other upcoming requirements) are handled the right way, I’m happy to help.

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California’s approach to pay equity is evolving. With that comes new compliance challenges for employers. New legislation tightens employer obligations and reinforces the state’s commitment to eliminating pay disparities across gender, race, and ethnicity. Read more: https://lnkd.in/gptKiGR9

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TA and HR leaders: Explore key considerations when evaluating the impact of AI-powered TA tools, including both hard and soft ROI metrics, AI investment costs, and actionable steps to maximize talent tech ROI. Need funding and support for HR tech? Download our paper to learn how to effectively communicate the true value AI can bring to talent acquisition: https://lnkd.in/eywbHwag #Hiring #Leadership #Recruitment #ArtificialIntelligence #TalentAcquisition #Technology

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🌍 Introducing Trusaic’s New & Improved Global Pay Transparency Center Pay transparency regulations are evolving fast — and keeping track across multiple jurisdictions can be challenging. Our Global Pay Transparency Center is your one-stop shop for navigating requirements worldwide. With this free resource, you can: ▪️ Access detailed guides for 50+ global jurisdictions ▪️ Filter by region to instantly find relevant pay transparency reporting requirements, including across the EU ▪️ Track upcoming deadlines and updates to EUPTD drafts and member state transpositions at a glance Whether your organization operates in one country or across multiple regions, our Global Pay Transparency Center helps you stay ahead of compliance and regulatory change. 🔗 Explore the resource here: https://bit.ly/45vo30x #PayTransparency #GlobalCompliance #EUPTD

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🚨 Workforce reductions are never easy — and staying compliant during the process is critical. Our friends at Fisher Phillips continue to be a trusted resource in this space, and we want to give a special shoutout to Jason Geller, who consistently publishes insightful, practical guidance for California Employers. Jason’s content helps employers navigate the complexities of layoffs, Cal-WARN Act obligations, and best practices to minimize risk while treating employees with dignity and respect. If your organization is considering or planning a reduction in force, I highly recommend following Fisher Phillips and Jason for timely updates and expert perspective. 👉 link to article in comments #WorkforceStrategy #Compliance #EmploymentLaw #FisherPhillips #HRLeadership

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Wondering if your pay strategy is helping (or hurting) your ability to attract and retain top talent? When compensation decisions are based on gut feel or outdated benchmarks, businesses risk overpaying, underpaying, or losing their competitive edge. Our latest article breaks down how to use real market data to make smarter, fairer, and more strategic pay decisions. #compensationstrategy #compensationguidance #hrinsights #employeepay #kmahr #wearehr https://lnkd.in/e3ri6EWP

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🚨Employee absenteeism is rising—and so are the risks. The U.S. absence rate hit 3.2% in 2024, signaling deeper issues like burnout and disengagement. Discover how a smart leave management strategy can protect your margins, morale, and compliance. 👉 Read the full guide https://lnkd.in/gs-WA9X6 #LeaveManagement #ComplianceMatters #HRStrategy

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Are you using AI or automated tools in recruiting, hiring, promotions or other employment decisions? Starting October 1, 2025, California employers must comply with new Civil Rights Council (CRC) regulations on Automated-Decision Systems (ADS). These rules, which apply to all California employers covered by the Fair Employment and Housing Act (FEHA), prohibit using ADS that result in employment discrimination. Now is a good time to review your process. #HRConsulting #Recruiting #LoopHRConsulting

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3 Standout Findings from HR.com's 2025 Future of Talent Acquisition Report: 1️⃣ Only 30% of organizations plan to increase their TA budget—despite 56% expecting hiring needs to grow 2️⃣ Only 5% of organizations rate their TA function as "world-class"—even though they're self-assessing against a maturity model 3️⃣ "Leaders" in TA are 3x more likely than "laggards" to rate their hiring capabilities high Download the full report—compliments of Rival—for more benchmarks and comparative data and to learn how leading TA teams are finding success in 2025 and beyond: https://lnkd.in/eTWvN_7t #TalentAcquisition #Recruiting #Survey #HiringTrends2025

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California's Court of Appeal just made payroll simpler for exempt outside sales—but the bigger play is how this ripples through all your variable-pay workers. What happened: In Hirdman v. Charter Communications (Aug 4, 2025), the court confirmed that employers may calculate paid sick leave for exempt outside sales reps using only their base hourly rate, excluding commissions, as long as the same method is used for all other paid leave types (vacation, PTO, etc.) . Why it's powerful: • It erased ambiguity around whether commissions must be included • It affirmed that “exempt” under sick-leave law includes outside sales—no narrow loopholes • It lets HR and finance teams deliver clarity—and reduce payroll complexity But here’s where you can lead the conversation: Non-exempt employees get one of two methods—but both include commissions or earnings, potentially driving higher sick-pay—so you must not apply the exempt formula by default. And for those tricky recoverable draw structures? You’ve got to ask: How do you calculate vacation, PTO, and sick pay? Is it based on the draw? Commissions? You must mirror that method—consistently. What leaders should do now: 1. Audit your sick-leave policy—does it match your vacation/PTO method? 2. Identify who is exempt vs. non-exempt—are you applying the right formulas? 3. Review your draw/commission setup—is your sick-pay aligned with your other leave? Here's your invitation: Be the payroll hero who sees not just the ruling—but the ripple effects through every variable-pay scenario in your company. Simplify. Comply. Thrive.

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Akerman Labor and Employment associate Thea Alli breaks down how California employers can prepare for significant new employment laws taking effect in 2026, from minimum wage and exempt salary increases to new notice, leave, recordkeeping, and pay transparency requirements. She highlights practical steps for updating policies, handbooks, employment agreements, and HR systems to stay ahead of these changes and reduce compliance risk. #CaliforniaEmploymentLaw #WorkplaceCompliance #HRDef https://lnkd.in/ePzsCp_b

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Pay transparency laws are spreading globally - and outdated payroll systems, inconsistent practices, and data gaps are leaving companies exposed. This must-read guide shows how to transform these challenges into opportunities. From annual pay equity audits to integrated HRIS systems, discover the frameworks and best practices that position your organization as a leader in fairness, equity, and compliance across borders. Future-proof your pay strategy before regulations catch up. Download the expert guide 👉 https://bit.ly/3IB80a7 #GlobalPayroll #PayEquity #ComplianceStrategy

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The future of internal TA functions will require RPO as an integral component. The Future of RPO is bright, assuming they embrace a much more powerful business model. This article describes a new approach. https://lnkd.in/gVMkYRYg

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