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Posts by michael

Biologist

in Job Postings

Our client seeks a biologist with several years of experience and with high energy. BS or MS in biology or related filed required. Ideal candidate will have experience in consulting, CEQA and in surveys of rare plants and wetlands. This position combines field and office work and provides the opportunity to build a biology department and cross train in varied biological specialties. Pay commensurate with experience. To get started, fill out our application on line and email Michael at kraft@sequoiapersonnel.com to interview for the...

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Entry-level Geotech Engineer

in Job Postings

We’ve got a great career opportunity for someone entering, or relatively new in, the field of geotechnical engineering. This person will assist with project development, management, and execution; and client interaction. Project scopes vary from modest municipal projects to critical structures in very dynamic geologic environments. The company provides a strong compensation and benefits package, with excellent opportunities for advancement within their multiple-location structure. To apply, please fill out the application via the link at the top of this...

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Forester

in Job Postings

Our client is currently seeking either a Registered Professional Forester or an experienced forester for full time THP & NTMP preparation. The position involves working on industrial and non-industrial timberlands in Humboldt, Trinity, and Del Norte Counties. $25-30/hr starting wage, depending on experience and qualifications. This is a permanent position. To get started, email your resume to Michael at kraft@sequoiapersonnel.com and fill out our application on...

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Top 5 New California HR Laws for 2018

in News and Features

The new year is when the largest number of new state personnel regulations take effect. This year, there are many new regulations. The most widely applicable, as we see it, are these three:   1. “Ban the Box” (AB 1008) What it does: Employers with 5 or more employees cannot inquire about criminal history before an offer of conditional employment is made. They can run criminal background checks after the offer and prior to first day of employment. However, deciding not to hire based on a criminal conviction needs to be directly job-related, and communicated in writing with the applicant given a chance to respond.   2. Parental Leave (SB 63)   What it does, in brief: Employers with 20 to 49 employees must provide eligible employees with up to 12 weeks of job-protected, unpaid leave to bond with a new child. This includes children by birth, adoption or foster care. You can think of this as extending CFRA (the California Family Rights Act) to employers with as few as 20 employees.   3. Salary History (AB 168) What it does, in brief: Employers can’t ask about salary history. If an applicant volunteers salary information, the employer may take that into consideration when deciding whether to hire the person and how much to pay them. It remains o.k. to ask what salary they seek.   4. Immigration Protections (AB 450) What it does, in brief: Employers cannot provide access to employee records without a subpoena or warrant. This also goes for allowing federal immigration agents access to areas of a business that are not public. There are also procedures specified when it comes to notifying employees of federal inspections of employment records, such as I-9 forms.   5. Minimum Wage Just a reminder that as of 1/1/18, the minimum wage for employers with 25 or fewer employees increases to $10.50 per hour, while the minimum wage for employers with over 25 employees increases to $11.00 per hour.   Confused? Want to get out of the labor regulation business and back to your real work? Call Sequoia…we have...

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California’s minimum wage is increasing!

in News and Features

Effective January 1, 2018, the overtime rate for minimum wage employees is: Employers with 26 or more employees: $11.00 per hour Employers with 25 or fewer employees: $10.50 per hour   The minimum wage rate change also affects the classification of employees as exempt versus nonexempt. For an employee to qualify under the commonly used administrative, executive or professional exemptions from overtime, the employee must meet the salary-basis test (which means the employee’s salary must be no less than two times the state minimum wage for full-time employment) in addition to meeting all other legal requirements for the exemption. That minimum salary rate is $45,760 annually, effective January 1, 2018, for employers with 26 or more employees. For employers with 25 or fewer employees, the minimum salary threshold for the administrative, executive and professional exemptions is $43,680 for 2018. Confused? Want to get out of the labor regulation business and back to your real work? Call Sequoia … we have...

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