美國加州勞動管理諮詢服務 sfo4tw

美國加州僱傭合約:定期，不定期; 美國加州員工福利:員工休假，病假，產假，陪產假，照顧假，育兒假，殤假，婚假:養卹金和社會保障: 意外補償;美國加州資遣員工:預告期 ，遣散費，失業保險。
Email：sfo4ww@evershinecpa.com
或
加州永輝BPO有限公司
California time zone:
The Engaging Manager Ian Lin, well-English speaker
Tel: +1-510-996-2685
或
China Time Zone:
聯絡人: 林幸穗 Anny Lin 協理
手機：+886-937-606-272
skype: annylin8008
wechat: annylin8008
電話：+886-2-2717-0515 分機:110

USA California Hiring

美國加州僱用驗正要求Employment Verification Requirements —

E-Verify：雇主不得使用聯邦 E-Verify 系統來檢查，現有員工和尚未收到工作邀請的申請人工作授權狀態，除非作為以下用途：

• 聯邦移民改革和控制法（8 U.S.C. § 1324a(b)）或其他聯邦法律要求；
• 由聯邦機構的備忘錄授權，該備忘錄管理任何聯邦電子就業驗證系統的使用；
• 需要作為接收聯邦資金的條件。

根據聯邦法律，雇主可以使用 E-Verify來檢查已收到工作邀請的申請人工作許可狀態。
E-Verify是一種就業驗證系統，允許雇主以電子方式驗證聯邦政府的工作授權。
它不包括聯邦 I-9 表格流程，或聯邦法律要求的其他就業資格系統。
I-9 表格：在聯邦 I-9 表格流程中，雇主不得：

• 索取比 8 U.S.C. 要求更多或不同的文件。第 1324a(b) 條；
• 拒絕兌現員工提供的看似真實的文件；
• 根據工作授權的特定狀態或狀態期限拒絕兌現文件或工作授權；要么
• 嘗試使用不公平的移民相關做法重新調查或重新驗證員工的工作許可。

E-Verify: Employers can’t use the federal E-Verify system to check the work authorization status of existing employees and applicants who haven’t received a job offer, unless such use is:

• required by the federal Immigration Reform and Control Act (8 U.S.C. § 1324a(b)) or other federal laws;
• authorized by a federal agency’s memorandum of understanding that governs the use of any federal, electronic employment verification system; or
• required as a condition of receiving federal funds.

Employers can use E-Verify, in accordance with federal law, to check the work authorization status of applicants who have received a job offer.
E-Verify is an employment verification system that allows employers to electronically verify work authorization through the federal government.
It doesn’t include the federal Form I-9 process or other employment eligibility systems required by federal law.
Form I-9: During the federal Form I-9 process, employers can’t:

• request more or different documents than are required under 8 U.S.C. § 1324a(b);
• refuse to honor employee-provided documents that reasonably appear to be genuine;
• refuse to honor documents or work authorizations based on a work authorization’s specific status or status term; or
• try to reinvestigate or reverify employees’ work authorization using unfair immigration-related practices.
  (For information on unfair immigration-related practices, see “Retaliation Prohibition.”)

Reference Citations —

Cal. Lab. Code §§ 1019.1 to 1019.2, 2813 to 2814

美國加州福利Benefits

家庭護理和醫療假Family care and medical leaves —

雇主必須允許符合條件的僱員在 12 個月內，休最多 12 個工作週的家庭護理和病假，以用於孩子的出生、將孩子安置在他們身邊以供收養或寄養、他們自己或家庭成員的嚴重健康狀況，或與家庭成員在美國武裝部隊的有保障的現役，或要求有保障的現役有關的符合條件的緊急情況（2021 年 1 月 1 日生效）。

Family care and medical leave: Employers must allow eligible employees to take up to 12 workweeks of family care and medical leave in a 12-month period for the birth of their child, the placement of a child with them for adoption or foster care, their own or a family member’s serious health condition, or (effective Jan. 1, 2021) a qualifying exigency related to a family member’s covered active duty or call to covered active duty in the U.S. armed forces.

美國加州新父母假New parent Leave —  

新父母假（至 2021 年 1 月 1 日）：雇主必須允許符合條件的員工，在孩子出生、收養或寄養安置後一年內，根據他們的要求休新父母假，以便與新孩子建立聯繫。
與其他規定的相互作用（直到 2021 年 1 月 1 日）：新父母休假的權利與懷孕殘疾假的權利是分開的。

New parent leave (until Jan. 1, 2021): Employers must allow eligible employees to take new parent leave, upon their request, to bond with their new child within one year after the child’s birth, adoption, or foster-care placement.

Interaction with other mandates (until Jan. 1, 2021): The right to take new parent leave is separate and distinct from the right to take pregnancy disability leave, which is discussed in California Pregnancy Disability Leave.

美國加州病假Sick Leave —

符合條件的員工：如果員工在開始就業後一年內，在加州為同一雇主工作至少 30 天，則他們有資格享受帶薪病假。
僱員包括兼職、每日津貼和臨時僱員。
如果僱員受勞資協議的規定如下，則不受病假法的約束；

• 工資、工作時間和工作條件；
• 帶薪病假或允許他們使用病假的帶薪休假政策；
• 對有關其帶薪病假條款的應用的爭議進行最終的、具有約束力的仲裁；
• 加班工時的額外工資率；和
• 比加州最低工資標準至少高出 30% 的正常時薪。
  該法律也不適用於在建築業、航空公司工作或受僱於公共部門的某些僱員。

Eligible employees: Employees are eligible for paid sick leave if they work in California for the same employer for at least 30 days within a year after starting employment.
Employees include part-time, per diem, and temporary employees.

Employees aren’t covered by the law if they are covered by a valid collective bargaining agreement that provides for:

• wages, work hours, and working conditions;
• paid sick days or a paid leave policy allowing them to use sick leave;
• final, binding arbitration of disputes regarding the application of its paid sick leave provisions;
• premium wage rates for overtime hours worked; and
• regular hourly pay rates that are at least 30 percent higher than California’s minimum wage rate.
  The law also doesn’t apply to certain employees who work in construction, work for air carriers, or are employed in the public sector.

學校活動休假 School Activities Leave

雇主必須允許員工每年休最多 40 小時的休假，以便為他們的孩子尋找學校，或託兒服務提供者，為他們的孩子註冊學校或託兒服務提供者，參加他們孩子的學校或託兒服務提供者的活動，或解決他們孩子的學校或託兒服務提供者的緊急情況。
如果員工是學生的父母或監護人，他們可以根據加州法律規定的要求請假到學生的學校就診。

Employers must allow employees to take up to 40 hours of leave annually to find a school or child care provider for their child, enroll their child in a school or with a child care provider, participate in the activities of their child’s school or child care provider, or address their child’s school or child care provider emergency.
If employees are the parent or guardian of a student, they can take leave to appear at the student’s school pursuant to a request made under Cal. Educ. Code § 48900.1.

美國加州退休福利稅California Retirement Benefit Taxation—

加州法律要求雇主和計劃管理人員，從退休福利金中預扣州所得稅，
並將預扣的金額匯給就業發展部，除非收款對象選擇不預扣所得稅。

涵蓋範圍 —

雇主

向加州居民付款的雇主和計劃管理人員必鬚根據收款人的要求扣留款項。

收款對象

加州居民須繳納退休福利金。聯邦法律禁止加州預扣支付給非居民的合格退休計劃福利。

應稅和非應稅付款 —

加利福尼亞州遵循《國內稅收法》第 3405 條所述的聯邦退休福利定義。
應稅款項包括來自養老金和某些遞延補償計劃的款項。
此類付款的應稅部分必須為國家目的而預扣，如同在適當的發薪期間的工資付款。

California law requires employers and plan administrators to withhold state income tax from retirement benefit payments and remit the amounts withheld to the Employment Development Department unless recipients elect to not have income tax withheld.

Coverage —

Employers

Employers and plan administrators making payments to California residents must withhold on the payments at the recipient’s request.

Recipients

California residents are subject to withholding on retirement benefit payments.
Federal law prohibits California from withholding on qualified retirement plan benefits paid to nonresidents.

Taxable and Nontaxable Payments —

California follows the federal definition of retirement benefits as described in Section 3405 of the Internal Revenue Code.
Taxable payments include those from pensions and certain deferred compensation plans.
The taxable portion of such payments must be withheld for state purposes as if the payments were wages for the appropriate payroll period.

美國加州勞動賠償金Workers’ Compensation —

支付免賠額的雇主有資格獲得保費減免。
雇主從私人保險公司、國家基金或自我保險計劃獲得工人賠償。

涵蓋範圍

涵蓋的雇主—

所有擁有一名或多名，全職或兼職，僱員的私營和公共雇主都包括在內。但是，此摘要僅限於涵蓋私人雇主。

涵蓋員工—

涵蓋所有員工，包括未成年人；獨立承包商不包括在內。
外籍人士即使被非法僱用也包括在內。
康復部安排的就業培訓個人為僱員；但是，該部門會支付培訓師，在職培訓期間產生的任何額外工傷補償保險費。
合夥企業和有限責任公司的工作成員，以及也是唯一股東的私營公司的工作人員，可以選擇承保範圍。
雇主可以為在其組織工作的志願者選擇保險。

Employers that pay deductibles can qualify for a premium reduction.
Employers obtain workers’ compensation coverage from private insurance companies, the state fund, or self-insurance programs.

Coverage

Covered Employers —

All private and public employers with one or more full- or part-time employees are covered.
This summary, however, is restricted to the coverage of private employers.

Covered Employees —

All employees are covered, including minors; independent contractors are not covered.
Aliens are covered even if they are employed illegally. Individuals in employment training arranged by the Department of Rehabilitation are employees; however, the department pays any additional workers’ compensation premium expenses incurred by the trainer during an on-the-job training period.

Working members of partnerships and limited liability companies, and working officers of private corporations who also are sole shareholders, can elect coverage.

Employers can elect coverage for volunteers working at their organizations.

Reference Citations —

Coverage: Cal. Lab. Code §§ 3208, 3208.1, 3208.3, 3212.8, 3300, 3351, 3351.5, 3363.6, 3602, 3700

美國加州終止僱用Termination

美國加州工廠關閉和大規模裁員Plant Closings and Mass Layoffs —

關閉設施、搬遷工廠或進行大規模裁員的雇主必須通知工人、加州就業發展部和某些當地政府官員。
Covid-19 更新（2020 年 3 月 4 日生效，暫時生效）：暫停設施關閉和大規模裁員的某些提前通知要求，並已製定新的條件，直到 3 月 4 日宣布的緊急狀態結束，2020 年。

涵蓋範圍 —

工廠關閉和大規模裁員法，適用於擁有和經營工業或商業設施的任何雇主，該設施在過去 12 個月內僱用或曾僱用 75 名或更多員工。
有權獲得通知的員工包括在裁員、搬遷或關閉前 12 個月中，至少有 6 個月在工廠工作的員工。
通知義務適用於：

• 大規模裁員，即在 30 天內影響 50 名或更多員工的裁員；
• 搬遷僱用 75 人或更多人的設施，其中所有或大部分業務都轉移到 100 英里或更多英里以外的地點；和
• 終止或關閉僱用 75 名員工或以上的設施，其中設施中所有或大部分工業和商業運營停止。

例外情況：通知義務不適用於在僱傭時被告知他們的任期是臨時的，或僅在受工資令規定的某些行業和職業（包括廣播、電影和建築）的項目或企業期間受僱的工人、鑽井、伐木和採礦。
如果物理災難或戰爭行為導致裁員、搬遷或關閉，也不需要通知。

其他例外允許就業發展部，免除雇主提前通知關閉或搬遷的義務，如果雇主在本應發出通知時，正在積極尋求資金或業務，以避免或推遲搬遷或關閉，並且合理地相信，發出通知會阻礙其努力的成功。
此例外不適用於裁員，該州要求提供雇主為獲得業務或資本所做努力的書面文件，以及證明所提交記錄準確性的宣誓書，在作偽證的情況下將會受到處罰。

Employers that close facilities, relocate plants, or conduct mass layoffs must notify workers, the California Employment Development Department, and certain local government officials.

Covid-19 Update (Effective March 4, 2020, for a temporary period): certain advance notification requirements for facility closures and mass layoffs have been suspended and new conditions have been put in place until the end of the State of Emergency declared on March 4, 2020.

Coverage —

The plant closings and mass layoffs law applies to any employer that owns and operates an industrial or commercial facility that employs or has employed 75 or more workers in the past 12 months.
Employees entitled to notice include those who have worked at a facility for at least six of the 12 months preceding the layoff, relocation, or closing. The notice duties apply to:

• mass layoffs, which are layoffs affecting 50 or more employees during a 30-day period;
• relocations of facilities employing 75 or more persons, in which all or most operations are moved to a site 100 or more miles away; and
• terminations, or closings of facilities employing 75 or more persons, in which all or most industrial and commercial operations at the facility cease.

Exceptions: The notice duties don’t apply to seasonal workers informed at hire that their tenure was temporary or workers hired only for the duration of a project or undertaking in certain industries and occupations regulated by wage orders, including broadcasting, motion pictures, and construction, drilling, logging, and mining.
Notice also isn’t required if a physical calamity or act of war causes the layoff, relocation, or closing.

A limited exception allows the Employment Development Department to waive an employer’s duty to give advance notice of a closing or relocation if, at the time notice should have been given, the employer was actively seeking capital or business to avoid or postpone the relocation or closing and reasonably believed that giving notice would have thwarted the success of its efforts.

This exception doesn’t apply to layoffs, and the state requires written documentation of an employer’s efforts to obtain business or capital, along with an affidavit attesting, under penalty of perjury, to the accuracy of records submitted.

美國加州終止僱用合約資遣Payment on Termination —

雇主在解僱僱員時必須立即支付工資。
他們必須在辭職後 72 小時內，支付指定時期辭職和沒有書面僱傭合同的員工。
他們必須支付提前 72 小時通知他們預計辭職的員工，以及在通知中給出的日期辭職的員工，在終止僱傭關係時支付僱員工資。

涵蓋範圍 —

涵蓋所有雇主。本摘要僅限於涵蓋私人雇主。
在確定工人是僱員還是獨立承包商時，除非滿足以下所有三個條件，否則工人將被視為加州工資令下的僱員：
工人不受雇主的控制和指導；
工人從事雇主正常業務範圍之外的工作；
並且該工人通常從事與為雇主所做的工作具有相同性質的獨立建立的貿易、職業或業務。

雇主解僱為靜態照片拍攝僱用的員工可能會在下一個正常發薪日而不是立即支付解僱時所欠的工資。
在職業棒球比賽和賽事中提供服務的員工，在終止時，可以在下一個正常發薪日獲得所有工資。

Employers must pay wages immediately when they discharge employees.
They must pay employees who quit and who do not have written employment contracts for specified time periods within 72 hours of quitting.
They must pay employees who give 72 hours’ advance notice of their intention to quit, and who quit on the day given in the notice, at the time the workers end their employment.

Coverage —

All employers are covered. This summary is restricted to coverage of private employers.
In determining whether a worker is an employee or an independent contractor, a worker is to be considered an employee under California wage orders unless all three of the following conditions are met: the worker is free from the employer’s control and direction; the worker performs work outside the usual course of the employer’s business; and the worker is customarily engaged in an independently established trade, occupation, or business of the same nature as the work performed for the employer.

Employers terminating employees hired for still-image photo shoots may pay wages that are owed at the time of termination on the next regular payday, rather than immediately.
Employees who provide services at professional baseball games and events may, upon termination, be paid all wages earned by the next regular payday.

美國加州失業保險Unemployment Insurance —

加州的失業保險法要求大多數加州雇主向州失業保險基金捐款。
雇主根據索賠歷史評估失業保險稅。稅收僅針對雇主進行評估；無員工責任。
雇主須繳納失業保險稅，並按規定的時間表提交某些相關報告，並保留與就業歷史有關的某些記錄。
失業工人必須符合某些標準才能獲得失業保險福利。

涵蓋範圍 —

雇主涵蓋：在當前或上一年的某一天，至少​​僱用一名僱員，並在任何三個月的季度支付超過 100 美元的工資的雇主，必須繳納失業保險稅。無論支付給僱員的總金額是多少，政府機構都必須繳納失業保險稅。在配偶經營和管理企業的情況下，他們被視為失業保險的雇主。

California’s Unemployment Insurance Code requires most California employers to contribute to the state unemployment insurance fund.
Employers are assessed unemployment insurance taxes based on claim histories.
The taxes are assessed against employers only; there is no employee liability.
Employers are required to remit unemployment insurance taxes and to submit certain related reports on a prescribed schedule, and to keep certain records relating to employment histories.
Unemployed workers have to meet certain criteria to qualify for unemployment insurance benefits.

Coverage —

Covered employers: Employers that employ at least one employee for some portion of a day within the current or previous year and pay wages in excess of $100 in any three month quarter must remit unemployment insurance taxes.

Government agencies must pay unemployment insurance taxes regardless of the total dollar amount of payments to employees.
In instances when spouses operate and manage the business, they are considered to be the employer for purposes of unemployment insurance.

Reference Citations —

Coverage: Cal. Unemp. Ins. Code §§ 601, 601.5, 604, 606.5, 608, 610, 611, 621, 621.5, 629 to 656, 675, 678, 682, 686;
Elective Coverage For Employers Fact Sheet: http://edd.ca.gov/pdf_pub_ctr/de231ec.pdf

**請注意下列事項：
以上內容為永輝研發及教育中心 (簡稱:永輝RD)於2021年10月摘要。
隨著時間推移，法規會發生變化，不同情況會有不同的選擇。
在選擇選項之前，請與我們聯系或諮詢您信任的專業人士。
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而且您將在永輝RD 人才庫列名，有機會成為RD兼職及合作夥伴。
歡迎電郵:us.labor.rd.tc@evershinecpa.com
連繫人:
Email：sfo4ww@evershinecpa.com
或
加州永輝BPO有限公司
California time zone:
The Engaging Manager Ian Lin, well-English speaker
Tel: +1-510-996-2685
或
China Time Zone:
聯絡人: 林幸穗 Anny Lin 協理
手機：+886-937-606-272
skype: annylin8008
wechat: annylin8008
電話：+886-2-2717-0515 分機:110

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永輝潛在可服務城市 (2個月籌備期)：
我們為IAPA會員所,總部在倫敦，全球300個會員所，員工約1萬人。
我們為LEA會員所,總部在美國芝加哥，全球600個會員所，員工約2萬8千人。
Evershine is local Partner of ADP Streamline® in Taiwan.
(版本:2022/03)
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