Archive | September, 2019

Working to help you prepare for 2020

17 Sep

Dressler - September 2019.png

The California Legislature has finished its work for 2019, and now the focus shifts to what our new California Governor Newsom will sign or veto for new laws for 2020.

With changes in California Court decisions and some Federal rules, as well as laws already signed, employers will face new and emerging HR challenges and obstacles when it comes to complying with federal, state and local laws as well as developing, maintaining and enforcing workplace policies and procedures.

Key Issues

From new laws and regulations on trending issues such as equal pay and reasonable accommodations to societal transformations with the #metoo and #timesup movements, to changes in technology and communications, employers need to revisit and update their workplace policies and procedures in a meaningful way, as soon as mid October 2019.

These are some of the new and emerging issues employers face, which CalWorkSafety’s team is here to help you deal with:

• Complying with rapidly changing leave laws across states and localities;
• Eliminating unconscious bias in recruiting and hiring;
• Handling employee mental health issues;
• Preventing cyber breaches and data security;
• Managing mobile devices/wearable technology;
• Handling the conflict between federal and state marijuana laws; and
• Preparing and responding to an active shooter or workplace violence incident.

We can also help with: 

• Ensuring handbooks are read and understood by employees;
• Finding high quality applicants;
• Ensuring employees and supervisors have the necessary skill sets now and for future responsibilities;
• Keeping handbooks current with new laws and trends; and
• Recruiting a more diverse workforce.

Full Speed Ahead to 2020

What will 2020 bring when it comes to HR compliance? There are a host of other trending issues to watch and employers must be up to speed on them, including:

• In California – complying with new “gig-economy” or independent contractor law;
• Managing and protecting employee privacy;
• Closing the wage gap and increasing pay equity for women and minorities;
• Managing nontraditional workers (i.e., gig workers, remote workers);
• Making workplaces more family friendly, diverse and inclusive;
• Providing reasonable accommodations for workers in a protected class (i.e., disability, gender identity, religion);
• Addressing increased immigration enforcement and audits;
• Addressing pregnancy/lactation issues;
• Handling employee use of e-cigarettes and vaping;
• Preparing for anticipated changes to overtime regulations;
• Providing leave and time off for various reasons;
• Preventing harassment and investigating complaints; and
• Restrictions on the use of NDAs/arbitration clauses in employment or settlement agreements with respect to harassment.

The CalWorkSafety Consultants Are Here to Help Clients
With all Questions or Concerns About These New Laws.
Contact Us Today!

CA Paid Family Leave Program Expands from 6 to 8 Weeks

11 Sep
As of July 2020, California will expand state benefits available to workers who lose wages while taking time off to care for a seriously ill family member or to bond with a new child.

The new law expands the state’s family Temporary Disability Insurance Program managed through the Employment Development Department (EDD). The benefit program “Paid Family Leave” or PFL (Senate Bill (SB) 83) provides certain workers with up to eight weeks-two additional weeks-of PFL benefits.
California’s PFL Program provides employees “who take time off from work to care for a seriously ill family member … including:  Child, Parent, Parent-in-law, Grandparent, Grandchild, Sibling, Spouse, or Registered Domestic Partner.
The PFL Program provides employees to bond with a new child entering the family through birth, adoption, or foster care placement” with partial pay. In addition, this family temporary disability insurance program (part of the state’s disability insurance program), provides covered workers wage replacement benefits for up to six weeks.
The new law will instead “provide for wage replacement benefits for up to eight weeks to workers who take time off work to care for a seriously ill family member or to bond with a minor child within one year of birth or placement, as specified.”
California has expanded its PFL program to include a wider range of family members, eliminate a waiting period, and increase benefit amounts. It was the first U.S. state to implement a PFL program and now five states have enacted similar programs.
California’s EDD’s PFL plan is well funded; currently the payroll tax rate is 1.0 percent of an employee’s first $118,371 in wages earned in a calendar year. The current law authorizes a tax rate as high as 1.5 percent. Analysts expect that the rate could rise in 2020, and additional increases later as well.
Prepare now for this new program: We help companies prepare for the laws coming next year – including this new PFL Program implementation in July 2020. Contact us today and speak to one of our Consultants: 949-533-3742.