Campaign Human Resources

Employment in California has changed, campaigns need to change in order to stay compliant.

We understand the complexities of creating a business before you can run a campaign. We are Southern California’s largest seasonal political business. After hiring more than 500 seasonal employees, we know how to keep a political campaign AB 5 and Dynamex compliant.

You have two options to stay compliant:

Option 1

1. Create an employeer account at edd.gov.
2. Shop around for Workers Compensation insurance. New companies pay more.
3. Remit Social Security, Medicare, Fed income, State income, CA Disability, CA Unemployment, and the CA Employee Training tax to each respective agency. Use a payroll service for a monthly service charge plus applicable fees.
4. Know what questions are to be avoided in a job interview. Know what can and cannot be asked on an application, and how the results of a criminal background check or drug test can be used.
5. Have employees fill out a W-4, Form 8850, Direct Deposit, and a current-year I-9. Make sure they use the correct form of legal ID.
6. Create an employment contract, code of conduct, and employee handbook. Know the legal requirements that must be included and all language that violates CA law.
7. Have all employees take a mandatory sexual harassment training within 90 days of starting.
8. Hang 2020 employee rights posters near break rooms or lunch areas. Obey break, lunch, and overtime rules.
9. Submit payroll weekly, record reimbursements and income separately.
10. Get Business Insurance.
11. Send out end of year W2’s by January 31st of the following year.
12. Receive Notice of Wages Used forms, and verification of income statements from CA EDD when/if any employees file for Unemployment Insurance for up to 2 years after working.
13. Answer all CA State EDD inquiries, and IRS demands within 30 days of receipt. (CA EDD and the IRS can demand records for up to two years post employment)
14. Employment Verification calls/ reference checks/ Federal background check interviews.
15. Hire an employment attorney or represent yourself in any legal disputes up to two years after separation.

With the lowest cost Workers Compensation Insurance, and a transparent flat fee, let Graystone handle all of the burdens of a seasonal campaign operation, leaving you to focus on winning. We promise:

Transparent pricing.
Full account control and access to all employee wage documents.
Direct deposit.
Responsive access to a payroll account specialist.
That all state and federal requirements will be met.

Email us: HR@Graystonepublicaffairs.com to get started or for more information.