1-707-445-9641

Admin. Asst./ Reception

in Job Postings

Our client is seeking an friendly and organized individual for a position through the tax season. This position will work in a busy CPA firm and assist clients as well as staff with all administrative needs. This is a temporary position that will last through April 15th. Requirements Clerical office experience. Strong computer skills. Experience answering a multi-line phone system. Outgoing, friendly demeanor. Job Duties Answering phones and direct phone traffic. Customer service to walk in clients. Assisting with filing and organizing data. General administrative help. Schedule Monday through Friday 8AM – 5PM Rate of Pay...

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Payroll Accountant

in Job Postings, Uncategorized

Requirements Minimum one year of payroll processing experience. Associate’s degree or equivalent from a two year college or technical school. General knowledge of not-for-profit Generally Accepted Accounting Principles (GAAP). Intermediate MS Office Suite skills, particularly Excel. Job Duties Ensure corporate payroll is accurate and completed in accordance with payroll dates. Maintains Personnel Master File information related to processing payroll. Prepares and reports all state and federal quarterly and annual tax returns including but not limited to W2’s, W3, 941’s. Reconciles general ledger balance sheet accounts related to payroll on a monthly basis. And much more! Schedule Monday – Friday 8:00 AM to 5:00 PM Rate of Pay $18 – $20/hr Depending on Experience and...

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Truss Technician

in Job Postings

If you are seeking a part time job, that once trained, you can do remotely then this could be the ideal position for you! Requirements Good math skills. Strong computer skills with the ability to learn new software. Work well independently. Able to follow guidelines and be creative. Job Duties Working with sales team to create blue prints. Work on projects through completion. Schedule Flexible schedule approximately 20 hours per week. With the ability to work remotely. Rate of Pay $13/hr + depending on skills and...

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Retail Sales Manager

in Job Postings

Here is a great opportunity to work for a LOCAL company who values their employees and is seeking to add a new leader to their team. Our client is seeking a hard working individual with retail experience for this full time position. Requirements Retail sales experience required. Attention to detail. Leadership experience desired. Customer services experience. Job Duties Retail sales. Retail management. Opening and closing the store. Dealing with customer issues. Training new employees. Schedule Schedule varies and does include weekends. Rate of Pay Dependent on Experience and...

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How Employers Can Reduce “No Call – No Show” Incidents

in News and Features

Nothing is more frustrating to employers, supervisors, HR managers and staff than when an employee fails to show up to work!  The immediate effects are obvious – it impacts the day’s work flow, burdens co-workers, puts extra work on the supervisor to determine cause and always, always affects the bottom line of an employer’s profits. It is easy to cast blame on the employee for not notifying the employer.  For many companies, failure to “call in” is considered job abandonment and is grounds for immediate termination.  But in this labor market, who can afford a high rate of turnover?  We in the staffing business have come to see that many Employers’ don’t help their cause—in fact, employer’s often set themselves up for this kind of employee behavior.  Them’s fighting words you say?  Let’s look at some best practice solutions that deal with this problem—and ask yourself, am I doing all I can to help my employees report their absence? 1. Implement a “No-Call / No Show” Policy & Procedure and publish it in your company handbook.  The handbook must clearly identify and outline the “No-Call / No Show” policy, provide a procedure for calling in, and a statement about the consequences of not reporting into work. 2. Review Policy at New Employee Orientation: When first hired, review the policy and procedure with the new hire and have them sign a document saying they have received instructions and understand the consequences of a “No Call –No Show” incident. 3. Communicate “No-Call / No Show” Policy & Procedure annually with all employees – no exceptions.  This is the Number #1 failure of employers!  When was the last time you let ALL your employees know what the procedure is for “calling in” to report an absence?  Make sure all employees, including long-time workers, staffers, and supervisors get updated. 4. Provide multiple “Call in” Options – this is the key to managing your incidents: A) Supply a laminated, wallet-sized card with a voicemail phone number and instructions on what to do when an employee needs to call in to report an unplanned absence. B) Provide a dedicated “Absent Call-In” voicemail phone number. Employee Responsibility:  Require all employees to use it (yes, even supervisors,...

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New Court Ruling: Contractor vs. Employee Definitions

in News and Features

Earlier this year, the California Supreme Court clarified rules around who is a contractor and who an employee. The good news is that the court did in fact make the situation clearer. The bad news is that for some who were operating in the grey areas of the old rules, that territory shrunk substantially and they will want to review their classifications. The ruling found that workers are assumed to be employees unless three factors can be proven … The “ABC Test” permits workers to be classified as independent contractors only if the hiring organization demonstrates that the worker in question satisfies all three of the following conditions: (A) That the worker is free from the control and direction of the hirer in connection with the performance of the work, both under the contract for the performance of the work and in fact; (B) That the worker performs work that is outside the usual course of the hiring entity’s business; and, (C) That the worker is customarily engaged in an independently established trade, occupation, or business of the same nature as that involved in the work performed. For most businesses, this is simply a clarification that narrows the grey area. Just make sure you’re still classifying your workers correctly. However, for some, such as Beauty Shops and Salons, it could present a major departure from being in the business of renting space to contractors to becoming the employer of those workers. For assistance in figuring this out, call Sequoia Personnel Services at (707)...

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What is Co-Employment?

in News and Features

What is Co-Employment? Co-Employment is simply dividing up responsibility between the onsite employer and a professional employment services provider like Sequoia Personnel. As your “co-employer,” we pay the employee taxes and process employee paychecks which include tracking PTO, sick leave, and other information to keep you compliant with labor regulations.   But if I co-employ with you, am I still the boss? Am I still the one making decisions about my employees? According to employment law, when you co-employ with a professional employer service provider like Sequoia Personnel, we then become the “employer of record.” But you are in charge of your operations and your business, and for supervising the employee. You are still the boss making the final call. While you will still make decisions around hiring, performance, and firing, you will have Sequoia Personnel’s help on the HR side. This may include help with recruiting and screening employees, dealing with discipline issues, and developing and implementing workplace policies.   Do I pay any additional taxes because I co-employ with Sequoia Personnel? No, but with one important caveat. A recent study has shown that employers who co-employ with a service like Sequoia Personnel grow 7-9% faster. This faster growth is achieved by being able to focus on your core competencies while outsourcing the rest of those time-consuming, labor-intensive HR services. This growth often leads to more revenue, which leads to more taxes! So there could be more taxes… and that might be a good thing!   Can I co-employ and still have my own group health insurance plan? Yes, both federal and state law allows you, as the employer, to choose which benefits you offer to your employees. One of the advantages of Co-Employment with a professional provider is that you will have access to an expanded marketplace – an option to select from a wider array of employee benefits at prices that are often only available to large employers. This allows you to compete for the best talent when recruiting new employees.   Learn more about Co-Employment!  ...

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New Ruling Affects Overtime/Bonus Rules

in News and Features

Earlier this month, the California Supreme Court today issued a ruling that affects employers who pay employees a flat rate bonus and overtime. The court ruled that when calculating overtime in pay periods in which an employee earns a flat rate bonus, employers must divide the total compensation earned in a pay period by only the non-overtime hours worked by an employee.   All California employers who pay such bonuses should review their policies and pay practices to ensure compliance with this decision (Alvarado v. Dart Container Corporation of California). For assistance in figuring this out, call Sequoia Personnel Services at (707) 445-9641.   Beginning with the most basic premise, employees who perform work in excess of defined statutory limits are entitled to overtime pay under both federal and California law. Generally, both statutory schemes provide for pay at a rate of 1.5 times the “regular rate” earned by the employee.   The regular rate calculation at issue in the Alvarado case involves how to compute the regular rate under California law when an employee is paid a flat sum bonus during a single pay period.   Under the federal Fair Labor Standards Act, the regular rate includes all compensation, earnings, or “remuneration” for work performed, with specific payments excluded—such as reimbursed expenses, reporting-time premiums, vacation or holiday pay, or discretionary bonuses. Each of these exceptions have their own specific requirements and employers should consult with a labor and employment attorney for any questions on these exceptions. If an employee earns only an hourly wage, the regular rate likely would be the hourly wage.   However, if there are additional payments, the regular rate is calculated by dividing all earnings (excluding those payments mentioned above) by the total number of hours actually worked. This provides a fairly simple equation: all weekly earnings / all hours worked = regular Rate. Once calculated, employees are then generally entitled to compensation at 1.5 times all hours worked in excess of 40 hours in a workweek. Oftentimes, employers will calculate overtime by first paying the regular hourly wage for all hours worked, including overtime, and then paying an overtime premium at one-half the regular rate for all overtime hours worked.   California generally follows the federal rules with...

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Class B Driver

in Job Postings

We are seeking a class B driver for a full time position with a local industrial company.  Duties include driving and general labor at work-sites.  Candidates should have their Class B CA driver’s license and a good driving record.   Positions include weekends and holidays as needed.  Salary is $18/hr DOE DOQ with benefits available for permanent employees.  If you’d like more information or to apply please call Sequoia Personnel Services at 707 445-9641 or email...

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Laborer

in Job Postings

Requirements Must be reliable and hard working MUST be able to pass a pre-employment drug test Must be able to follow direction Must be able to follow all safety rules and requirements Previous production experience helpful, but not required Job Duties Perform various production line and warehouse duties as assigned. Duties include lifting 40-70+lbs bags on a repetitive basis – daily- during entire shift. Job is highly physical – involves constant movement and being on feet/standing for entire shift. May drive forklifts for loading/unloading production materials and product. Expect to be monitored and evaluated to follow all company safety rules and guidelines. Job involves the ability to work well within a fast-paced team-centered environment. Schedule Two shifts available, day and swing Rate of Pay $11.00 to start, raises to safe, reliable workers after 30 days Please call our office to schedule an appointment for an interview!...

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