WARNING: In California Businesses Are Sued By Their Employees Everyday...
AFTER COVID-19 YOU CAN'T HIDE FROM THE LEGAL EXPECTATION THAT YOU ARE REQUIRED BY LAW TO OPERATE AS A CALIFORNIA COMPLIANT EMPLOYER...THIS IS HOW.
COVID-19 UPDATE
Nice To Meet You!
DEAR CALIFORNIA BUSINESS OWNER,
My name is Mike Letizia, SHRM-SCP and I'm a full scope California Human Resources (HR) expert with over 35+ years handling the full range of HR business functions. I'm happy to present to you the first all-in-one solution for all of your HR needs! It is the culmination of decades of HR work and serving businesses in California. I know the importance of compliance because I've worked with it serving countless companies and business owners throughout the state and even outside of California. I'm excited to present to you the Compliance Accelerator!
I am proud to say that under my watch, no plaintiff has ever prevailed against my employers or any of my clients based on not having adequate compliance records or documentation.
YOU READ THAT RIGHT.
ALL OF MY CLIENTS ACROSS THE BOARD HAVE HAD 100% AFFIRMATIVE DEFENSES
Everything You Need To Get Your Business Compliant And Reduce All Unnecessary Risk Of Claims And Litigation Is Inside The Compliance Accelerator
I worked hard to ensure the Compliance Accelerator will serve you at the highest level. I put this compliance package together in a way that will save you tons of precious time finding the answers you need and in a way that will help you build the same 100% affirmative defense in your business with all of the forms and documents you need. That means you can be certain your business is protected and safe. I know the Compliance Accelerator will be one of the best investments, if not the best investment, you ever make into your business and your bright future. And you'll do it at a fraction of the cost of hiring an early career HR generalist.
According to Payscale, an early career Human Resources (HR) Generalist with 1-4 years of HR administration experience earns an average of $52,074 compensation.
That average was based on 10,401 salaries. Add in the costs of state mandated payroll insurances, worker's comp insurance, group health insurance benefits, PTO/Vacation, Paid Sick Leave, Protected leaves of absence, Holidays, Perks, and at-risk bonuses...along with the expenses of the changing COVID requirements...and the total remuneration is actually closer to $72,904+ annually.
Want to save on that cost and make more money?
If you integrate the tools I've assembled for you, your business will transform. It will serve YOU better, serve YOUR EMPLOYEES better, MAKE you more money, and allow you to OPERATE A LEGALLY COMPLIANT BUSINESS. A compliant business is a safe business. And I'm in the business of helping business owners make their businesses safe.
I'm certain the Compliance Accelerator will serve you well and/or the person you designate to handle your HR operations just as these tools have helped serve my clients for 35+ years. If I've peaked your interest and you want to know a little more I've put together some valuable information for you below. Keep scrolling.
IF YOU WANT TO GO STRAIGHT TO WHAT'S INCLUDEDSCROLL TO THE BOTTOM TO SEE EVERTYTHING YOU GET + THE BONUSES!
Here's to your success and the success of your business!
I am a full scope senior human resource expert. A few of my qualifications, specialized skills & education include:
How Easy Is It To Operate A Business That's Compliant With California Law As An Employer?
Um, can you complete a Rubik's Cube twist puzzle blindfolded?
Don't worry. You're not alone. Business owners up and down the state are in the same situation. Sacramento requires you to fill out this form, do these trainings, document these steps, inform your employees about these things...the list goes on and on. It's a big hassle and headache but it's the law and it's important for both you and your employees.
With the Compliance Accelerator It's Easy, Convenient, And Manageable!
With the Compliance Accelerator you have a robust foundation of Compliance documents and training that must be a part of your business but the big puzzle just turned into a smaller puzzle with easy to follow instructions. You can go through the training yourself or give access to the person dedicated to doing your HR function. As a business owner, here is an example of an HR document you should be familiar with...
KNOWING YOU'RE WAGE ORDER IS ONE OF THE FIRST BASICS YOU SHOULD KNOW!
The California Wage Orders, whether industrial or occupational, have TONs of information in them that is critical to staying compliant in California. So one of the first things you'll identify is the Wage Order for your specific business. Then, you'll have to read the Wage Order because it serves as a guide for a lot of policies, practices, and procedures in your business.
You can find these on your own but we've included them in the Compliance Accelerator (and we update them as they can change from year-to-year) and we provide them to you in both English and Spanish!
All of the 179 documents you need are inside your Member's Area once you join the Compliance Accelerator.
If You Have Employees Or
Are Responsible For HR In A Business
The First Thing You Need To Know Is If You're Not Compliant, Sacramento Makes It Shockingly Easy For Employees To File Claims, Sue You, And Win....
Millions Are Awarded To Employees In Settlements Every Year
If you want to nEVER let an opportunistic employee win you're going to have to get through the california's compliance labyrinth...
WELCOME TO CALIFORNIA'S COMPLIANCE LABYRINTH
As reported in June 2019, in a lawsuit involving one employee, in a case involving age and disability discrimination claims, as well as alleged retaliation and hostile work environment,
YOU NEED A RELIABLE GUIDE
You need a guide who has navigated the California compliance labyrinth many times over and who has helped MANY business owners safely navigate the labyrinth. In fact, there's a reason HR professionals working in companies come to me to train them. Because even HR professionals sometimes need a guide getting through the labyrinth SAFELY.
This is key because a good guide will help you save a ton of time, a ton of money, and the headaches that come along with figuring things out by trial and error. And in California the cost of getting it wrong can cost tens of thousands to millions of dollars; just search "Employment law settlements California".
On top of the long list of attorney's who hunt for employees who can sue their bosses and the companies they work for, there are state websites that actually HELP employees learn how to file claims and litigate!
- (A) the person is free from control and direction of the hiring entity in connection with the performance of the work, both under the contract for the performance of the work and in fact;
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(B) the person performs work that is outside the usual course of the hiring entity’s business; and
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(C) the person is customarily engaged in an independently established trade, occupation, or business of the same nature as that involved in the work performed.
ASSEMBLY BILL 5 (AB 5) AND 1099 INDEPENDENT CONTRACTORS
AB 5 also contains many significant potential exceptions from the ABC Test, so it's very important that the business owner or operator understand the code and its impact on their business model. Numerous businesses using an independent contractor model (including some gig-economy businesses) have had to change their business structures to meet this new statute.
AB 5 also states that its provisions, including the potential exceptions from the general application of the ABC test, shall not permit an employer to reclassify anyone from an employee to an independent contractor as of January 1, 2019.
Lastly, and most concerning, AB 5 authorizes particular law enforcement officers (e.g., the Attorney General and some city attorneys) to pursue injunctive relief “to prevent the continued misclassification of employees as independent contractors.” Thus, in addition to the significant monetary liability flowing from misclassification, this provision seemingly potentially permits the State of California to force non-compliant employers to reclassify independent contractors as employees.
This means if you're using 1099 Independent Contractors in your business who should be classified as "Employees" now is the time to reclassify them and to put California HR compliance in place.
YES, THE IMAGE ABOVE IS A LITTLE FUNNY BUT SERIOUSLY, CAN YOU IMAGINE WHAT IT WOULD FEEL LIKE IF YOU HAD TO PAY AN EMPLOYEE A TON OF MONEY IN A LEGAL SETTLEMENT OR WORSE...IF YOU HAD TO CLOSE YOUR BUSINESS ALL BECAUSE YOU THOUGHT IT COULDN'T HAPPEN TO YOU.
1) Well, what if you had a guide who knew how to navigate through the California compliance labyrinth so well you would think he was the architect who built it.
2) A guide who has already taken many business owners & HR managers from the entrance to the exit in the most efficient, cheapest, fastest, and safest way possible?
LET'S TAKE A LOOK INSIDE THE MEMBER'S AREA!
(1)
PANEL CONTENT
Each area of your business that needs to be compliant (which we show you in the $2,000 Infographic Bonus) is shown in the Panel Contents on the left side of the screen. Once you open a blue section and click on a item it will open up a video where I tell you EXACTLY what you need to do.
(2)
DOWNLOAD EVERYTHING YOU NEEDEach blue section on the left has the downloadable PDF's, Excel Worksheets, and other Resources you'll need to complete. For many of the downloadable resources you can then watch a screenshare where I show you exactly how to fill out the forms and give insider information that will further help you do things right!
(3)
ADVANCED SEARCH CAPABILITY! If you are currently going through an HR situation with an employee or you want to go back and look for something you already watched and want to search for something specific just click on the circle search widget in the bottom right corner to open up the search tool.
(4)
HOW TO USE THE SEARCH TOOL
Just type in a few keywords and if it's in the Compliance Accelerator it will bring up the exact location that those keywords were mentioned. In the example below a search was performed for "leaves of absence." The search tool pulled up "Module 16 - Section 1 - Importance of Leaves of Absence Compliance."
(5)
SUPPORT: THE COMPLIANCE ACCELERATOR TEAM AND I ARE ALWAYS AVAILABLE FOR WHITE GLOVE SERVICE IF YOU NEED IT!
Need More Information Before You Make Your Decision...?
Please Check All Of The Questions Where Your Answer Is YES!
Do you know someone who has employees in their business?
Are you unsure if you need certain compliance documents so that employees can't unnecessarily sue you and win?
Are you convinced you need a guide through the California compliance labyrinth?
Imagine 35+ Years Of My Life's Experience In California Compliance And All Of The Compliance 'Secrets' Being Given To You In Nice And Neat Package You Can Implement Immediately
Let me tell you a quick story.
In the recent case, Bernstein v. Virgin America, Inc., N.D. Cal., No. 15-cv-02277, 1/16/19, the judge has ruled that Virgin America Inc. and Alaska Airlines Inc. must pay $77 million to a class of flight attendants who alleged a number of California wage violations including that they didn’t receive pay for all of their hours or breaks required by state law. This is one example that ended badly for an employer because they didn't invest in the level of compliance needed to avoid paying $77M. Can this apply to you and your business? Are you 100% sure you're paying your employees for all of their hours and giving them ALL of the breaks they are entitled to under California law?
You might be thinking, "Yeah, but that's a major airline. Do cases like that happen to small and medium sized businesses?" If you answered, "Yes," then you are absolutely right. In a personal case, a martial arts school settled a case for $17,000. Then they came to me to get compliant. The cost and headache associated with being sued and settling can be avoided if you invest in your business and build compliance into your operations.
Let's look at the cost of "Wrongful Termination" in California. If you've ever terminated an employee or think one day you might then you had better get it right the first time. The average cost of wrongfully terminating an employee can cost you on average $40,000 to $45,000 with a cap of $300,000 per federal law. This accounts for punitive damages, attorney and court fees, back pay, front pay, and compensatory damages.
The moral of the story, if an employee ever files a claim or sues you and your business, you are going to need an "AFFIRMATIVE DEFENSE" to win. The Compliance Accelerator ensures that you will have an affirmative defense built right in to all operations of your business.
Accelerator Tip: DON'T BE NEGLIGENT. Every day you choose to operate a business that's not California compliant, all because you thought it wouldn't ever happen to you, means in court an employee can prove that you purposely failed to do the right thing.
Now, I know what you’re thinking, "It seems like this compliance stuff is a lot, can't I just get the pieces I need?"
Well the tricky thing is that as a business in California you need a lot of compliance setup, especially if you didn't do it when you first started your business. And it's almost impossible for you to win in court unless you have "affirmative defense!" Without it, you'll most likely settle.
The Compliance Accelerator is the only all-in-one compliance solution on the market today. When you join, you will easily discover what compliance gaps you currently have in your business and use the tools provided to make your business a compliance fortress.
THE COMPLIANCE ACCELERATOR COVERS
Everything from the CA minimum wage order, 17 industry wage orders as defined by California, full proof employee handbook contents, procedure guidelines, work rules guidelines, position descriptions, exempt/non-exempt employee worksheets, weighted overtime guidelines, FCRA consumer report disclosures, investigative consumer report authorization forms, new hire checklists, managing leaves of absence, incident reports, and how to terminate employment to name a few. This is the most straight line way to get compliant with...
179 California Required Documents With Me Walking You Through
30 Screenshares
We're also going to make you a
ONE-TIME-OFFER to get
EVERYTHING available today on a 12 MONTH PAYMENT PLAN so there's no reason not to get in
before the 250 spots are gone!
ADDITIONAL THINGS TO NOTE
We also have done-for-you employee handbook services, California maintenance and update services, customized documentation services, functional audit services for businesses located anywhere in California, and compliance phone consultation services (which I'll mention later), but right now I’m talking about the Compliance Accelerator.
I can’t wait to see you on the inside!
Here's What's Included In The
Compliance Accelerator!!!
+ COVID-19 COMPLIANCE PACKAGE
Your Investment In Your Business Today Includes Everything Here...
COVID-19 Compliance Package
All businesses have been effected by COVID-19 and now employers face certain challenges when managing their employees. As the legislatures figure things out in Sacramento the laws and regulations continue to change. Any business planning on having a future in California must address COVID-19 factors as well as plan for the uncertain future.
Employment Practice Fundamentals
Talent Acquistion & Compliance
Acquiring the best talent for your job positions is critical for establishing a business that exceeds bottom-line goals and builds sustainability year after year. However, without proper mandatory compliance programs in place, your business is exposed to significant risk of claims and/or lawsuits.
New Hire Compliance
Abiding by the labor code rules from day-one is key to reducing unnecessary risk. Proper new hire documentation and notices help safeguard your business from opportunistic individuals who might be looking for ways to catch employers with compliance claims and/or lawsuits.
Orientation & Onboarding
Bringing the best to their fully optimized potential ensures a strong ROI from your talent acquisition strategy. Efficient and structured immersion into their roles helps avoid unwanted claims and lawsuits while enhancing job satisfaction, increasing productivity, building value and developing engagement.
Managing Time & Attendance Compliance
Payroll & Wages Compliance
Private Attorneys General Act (PAGA) claims are at an all-time high. Meeting the compliance standards for payroll and wage records/documentation is essential for employers wanting to lessen the risk of having these individual class-action lawsuits filed bringing with them costly fines and attorneys’ fees.
Workforce Staffing Compliance
Employers considering staffing models other than 5 8-hour shifts must understand the complex rules associated with Alternative Work Schedules (AWS). Incorporating models like 4 10-hour shifts, 4-9-4 and/or 9-80 shifts correctly and in compliance is how to mitigate claims and litigation, especially PAGA related claims.
Performance Standards Compliance
Establishing satisfactory standards of performance for the workforce provides the foundation by which supervisors/managers can measure and appraise employee performance. Despite the at-will employment status in the US workforce, wrongful termination claims and expensive litigation continue to exist so standards of performance are critical.
Managing Human Relations The HR Way
Management approaches to workplace relationships and daily interactions directly affect revenues and results. Compliant people management can drive amazing success. Non-compliant supervision can be catastrophic to the business. Claims and lawsuits under California’s Fair Employment and Housing Act (FEHA) are costly and often devastating to business.
Managing Workplace Conflicts
Conflicts in the workplace occur regularly. They are often the basis for complaints being filed. Quick effectual handling of conflicts in compliance with labor code guidelines, facilitates good faith and fair dealing of the business, and mitigates escalation of complaints to state and federal agencies.
Managing Tasks & Workflow the HR Way
Benefits & Retirement Compliance
Managing Goals & Objectives the HR Way
Developing and integrating S.M.A.R.T.E.R. goals, objectives and action items that optimize each workers value and contribution is critical to achieving results under company strategy. Workers are offered opportunity to exceed expectations and build potential all while lessening claims and lawsuits arising from job dissatisfaction.
Managing Leaves of Absence Compliance
California provides more protected leaves of absence from work than any other state, dependent on the size of the employer’s workforce. Compliance with all the nuances, actions, notices, and details within the labor code can significantly reduce claims and litigation for violations.
Workplace Privacy, Safety, & Security Compliance
Residents of California are guaranteed the right to privacy under the state Constitution. Compliant employers must clearly establish when workers should have no expectation to privacy in the workplace and provide an environment that is safe, secure and healthful to avoid expensive claims and lawsuits.
Workplace Communication the HR Way
Learning & Development HR Optimizer
Adults have different learning styles and employers must understand what methods, techniques and delivery methods are needed to gain the best ROIs. Training to fill current knowledge, skill and ability gaps as well as development for future roles improves engagement and lessens claims and lawsuits.
Workforce Engagement Compliance & Optimizer
The records and documents of the business are imperative for building an affirmative defense when lawsuits occur. Consistency in application is also paramount in assuring fair and equal treatment. Clear, objective, fact-based, comprehensive documents can make all the difference between winning in court or having to settle because of poor records.
Employment Actions Compliance
California labor code has specific rules for employers regarding the separation of employment. Failure to meet the statutes can place extreme risk of wage penalties plus interest on employers, even with the best of intentions. Consistent application of compliant separation practices significantly reduces the potential for wage and other claims and lawsuits.
And for the first 250 action takers who invest in their business I'm going to include these exclusive bonuses you can't get anywhere else!
Bonus #1: 45-Minute On-boarding
45-Minute On-boarding
* This bonus is for the first 250 business who join only!
________________________
Whether you're the owner of the business or if you have an HR manager working in your business, I will personally provide you with a 45-minute on-boarding session to you or your HR manager after you or they have completed watching ALL modules in the Compliance Accelerator
Bonus #2: Compliance Automation
Bonus #3: $2,000K Infographic
Bonus #4: CA Mandatory Webinar
One Live Webinar + PDF For All Of Your Employees
* This bonus is for the first 250 business who join only!
________________________
California mandates and requires "Harassment Prevention in the Workplace" training for all employees employed in the state. To provide this training to your employees could cost you thousands for virtual training or to bring an HR expert into your business for a day and ALL of your employees will participate in this bonus.
Bonus #5: COVID-19 Compliance
COVID-19 Compliance Package
* This is a limited time bonus for all businesses who join today!
________________________
All businesses have been effected by COVID-19 and now employers face certain challenges when managing their employees. As the legislatures figure things out in Sacramento the laws and regulations continue to change. Any business planning on having a future in California must address COVID-19 factors as well as plan for the uncertain future.
Bonus #5: 2-Years Of Free Updates
Sacramento changes the laws and regulations every year and unless you dedicated a significant amount of time to understand how the changes apply to ALL areas of employer compliance you're introducing the potential for more risk in your business. On top of that, you could pay thousands for years of updates. We're going to deliver them to you in a formal report with the exact things you need to do so your business continues staying compliant.
Bonus #6: 2-Years Additional Access
You will not have to pay for the Compliance Accelerator after the normal 12-months expires and will get access to all new annual updates to the training as they're rolled out each year. And we have so really amazing modules to be added on the way.
Then As A Reward For Being One Of The First 250 Who Join And Invest In Your Business, You Get ALL Of This:
+ COVID-19 COMPLIANCE PACKAGE
Remember!
ALL Of The Bonuses...
Are limited Exclusively To
The First 250 Who Join
the Compliance Accelerator!
Here's What To Do Next...
STEP 1: CLICK TO JOIN BELOW
STEP 2: COMPLETE YOUR ORDER
STEP 3: ACCESS YOUR MEMBERS AREA
Here’s A Recap Of
EVERYTHING You'll Get
When You Join The Compliance Accelerator!
+ COVID-19 COMPLIANCE PACKAGE
Here’s A Recap Of
- Employment Practice Fundamentals ($2,997 Value)
- Talent Acquisition Compliance ($1,497 Value)
- Interviewing & Selection Compliance ($1,497 Value)
- New Hire Compliance ($3,997 Value)
- Orientation & On-boarding Compliance ($1,997 Value)
-
Managing Time & Attendance ($1,997 Value)
-
Payroll & Wage Compliance ($2,997 Value)
-
Workforce Staffing Compliance ($1,497 Value)
-
Performance Standards Compliance ($1,497 Value)
-
Managing Human Relations ($1,997 Value)
-
Managing Workplace Conflicts ($1,997 Value)
-
Managing Tasks & Workflow ($1,497 Value)
-
Benefits & Retirement Compliance ($1,997 Value)
-
Managing Objectives & Goals the HR Way ($1,497 Value)
-
Managing Leaves of Absence ($2,997 Value)
-
Workplace Privacy, Safety, & Security ($2,997 Value)
-
Workplace Communication ($1,497 Value)
-
Learning & Development the HR Way ($1,497 Value)
-
Workforce Engagement ($1,997 Value)
-
Performance Actions Compliance ($3,997 Value)
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Employment Actions Compliance ($3,997 Value)
Total Value: $50,434
Operating a California compliant business & protecting your livelihood is up to you!
+ COVID-19 COMPLIANCE PACKAGE
Total Value
With Bonuses: $70,918
But today, you're getting all of this...
For Only For $4,998
Or Our 12-Month Payment Plan Option
For Only $416.50 Per Month
Here’s A Recap Of
"Testimonials shown are real experiences from paying users of Letizia HR Solutions. Their results are not typical and your experience will vary based upon your effort, education, business model, and market forces beyond our control. We make no earnings claims or return on investment claims, and you may not make your money back."
If You've Read This Far And There Is ANYTHING Holding You Back From Joining The Compliance Accelerator Just Give Us A Call!
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