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OSHA Deadline for Employers to Submit 2017 Injuries Form 300A Online Is December 31, 2018

21 Dec

Dec2-Deadline to File Form 300A.PNG

With the Adoption of the Emergency Amendments
First Submission Deadline of Form 300A for certain required Employers Must Be Filed At The End Of 2018

The Office of Administrative Law (OAL) recently approved the Department of Industrial Relations’ Division of Occupational Safety and Health’s (the Division) proposed emergency amendments to sections 14300.35 and 14300.41 of Title 8 of the California Code of Regulations. These amendments require specific California employers to submit electronically certain occupational injury and illness informationto the federal Occupational Safety and Health Administration (OSHA). The first submission is due by December 31, 2018 for 2017 injuries.
Under the approved amendments, certain employers must submit Form 300A, Annual Summary of Work-Related Injuries and Illnesses covering calendar year 2017 by December 31, 2018 if it has not already been submitted.

The Following Employers Are Affected by Deadline:
  • Employers with 250 or more employees per establishment must electronically submit their 2017 Form 300A, unless exempted by Title 8 California Code of Regulations Section 14300.2.
  • Employers with 20 to 249 employees in the specific industries listed in Appendix H of the emergency regulations. You can find the specific industries HERE:
  • This list includes construction, manufacturing, residential care facilities, warehouses, food stores, and many others.
All these employers must submit injury and illness data to the  Federal OSHA Injury Tracking Application (ITA) online portal, which includes job aids to support users through the submission process.

The information must be submitted on or before December 31, 2018, and then by March 2, 2019 for the 2018 Form 300A.

This New Law Isn’t Optional!
The CalWorkSafety team offers effective
hands-on support to Employers dealing with
2019 On-Line Forms Submissions.
To learn more email: dondressler1@hotmail.com
Call:  949-533-3742
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Social Security Administration’s No-Match Letters Are Coming In 2019

20 Dec

Dec-BotLine-No-Match Letters in 2019

Starting in Spring 2019, Notices Regarding 2018 W-2’s Will Be Sent – Unlike Prior Letters, These WILL NOT BE Informational, But Informs Employers That Corrections Are Necessary

Impact:
2018 W-2 Forms Notifications Tell Employers That Corrections Are Mandatory

The Social Security Administration (SSA) has begun notifying employers that the information reported on an individual employee’s W-2 form does not match the SSA’s records with “Request for Employer Information” letters, known as “No-Match” letters.

“No-Match” Letters Are Back!

In July 2018, SSA re-started the practice by sending “Informational Notifications” to employers and third-party providers telling them of mis-matches on their 2017 Forms W-2 and explaining where to find helpful resources. The plan is to send 225,000 of these notices every two weeks.

A mis-match does not necessarily mean that there is any wrongdoing; it can be caused by an administrative error: numbers can be reversed, names might be misspelled or changed, for instance, due to marriage. But once a letter is received, in determining how to respond, employers find themselves caught between agencies.

SSA wants to maintain accurate earnings records. ICE wants to ensure compliance with employment verification laws. And the Immigrant and Employee Rights Section of the Department of Justice (IER) wants to ensure that employers are not discriminating on the basis of citizenship, nationality or by pursuing unfair documentary practices in violation of the INA.

What Employers Can Do

  1. Don’t take any adverse action against an employee based on a No-Match letter alone.
  2. Compare the SSA information with the individual’s employment records.
  3. If the employer’s records match, ask the employee to check the name and number on his or her Social Security card.
  4. If there is a mistake on the card or the card needs to be changed or corrected, ask the employee to reach out to SSA to resolve the issue.

For specifics in your city, CLICK HERE to view a valuable “Wage-by-City” report.

There are no “safe harbors.” If the W-2 issue is not easily resolved, employers should contact CalWorkSafety for legal advice. Since each case differs it must be analyzed individually to avoid missteps and penalties from either the SSA, ICE, or IER. It is wise to be sure you are prepared.

The Bottom Line:
This New Law Isn’t Optional!
The CalWorkSafety team offers effective
hands-on support to Employers dealing with
2019 New Laws including Salary History and
Request for Employer Information Letters.
To learn more email: dondressler1@hotmail.com
Call: 949-533-3742

IRS Announces Standard Mileage Rates for 2019

19 Dec

Dec-BotLine-IRS New Mileage Rate-19

CA 2019 Standard Mileage Rates For
Cars, Van, Pickups & Panel Trucks Is:
$.58/per Mile

The Internal Revenue Service (IRS) recently issued the 2019 optional standard mileage rates used to calculate the deductible costs of operating an automobile for business, charitable, medical or moving purposes. Beginning January 1, 2019, the standard mileage rates for the use of a car (also vans, pickups or panel trucks) will be: 58 cents per mile.

The law requires employers to reimburse employees for actual necessary costs in performing duties for the company, which includes the use of personal vehicles when driven for company business.

While there is no legal obligation to use the IRS numbers, the California Department of Industrial Relations accepts this rate as appropriate.

If an employer wishes to use a lower number, they have the burden of proof that the reimbursement rate is accurate and appropriate for the employee’s vehicle and use. This can be a challenge based on age of vehicle, insurance and repair costs, wear and tear, etc.

You can’t escape this onslaught of new laws – It Isn’t Optional!
Our Virtual HR Consultants provide hands-on Management &
Staff training dealing with 2019 New Laws Including:
#MeToo Movement, Harassment Protections, Salary History
& Specific Industry Employer Changes.
To learn more call us at 949-533-3742 or email:
 Call:  949-533-3742

Prepare for 2019 Laws

5 Dec
Prepare for 2019 Laws-Dec

 For The Past Eleven Months We’ve
Focused On 2018 California Regulations…

California’s 2019 New Laws Are Here & They’re Extensive

Now is the time to examine what lies ahead and prepare. Many of the new laws stem from the #MeToo movement and harassment protections. Other laws clarify ambiguities such as the ban on asking about an applicant’s salary history.  And, other laws report small changes or only affect employers in specific industries.

These new California employment laws all take effect on January 1st and beyond. CalWorkSafety has prepared the attached outline defining what is coming – CLICK HERE for details.

We’re prepared to assist your business to incorporate these changes into your policies, agreements, practices, and procedures … to ensure that you remain complaint next year.

Reading this new employment law summary now will help you plan effectively.

CA New Anti-Harassment Law Is No Joke

26 Nov
Nov3-Sex Harassment
What Employers Need to Know About California’s New Anti-Harassment Law
Training Employees Is Mandatory
On September 30, 2018, California Governor Jerry Brown signed into law SB 1343 which expands the existing mandatory harassment prevention training obligations for employers. This new law requires that California employers provide harassment prevention training for all employees. Since you are a valued client, all our CalWorkSafety, LLC team wants to ensure that you have the relevant information.
  • Who: Any employer with five or more employees must train all employees (not just supervisors). The definition of “employee” now includes all seasonal and temporary employees.
  • Deadline: All relevant employees must be trained by January 1, 2020 (which means training needs to happen in 2019).
  • Frequency: Every two years.
  • Content: Required training topics were established in 2007 by AB 1825 and subsequent FEHA regulations. This is now augmented by another law enacted on September 30th, 2018 (SB 1300) which authorizes employers to include bystander intervention training but does not mandate it.
  • Duration: At least two hours of training for supervisors, at least one hour for all employees.
  • Record Retention: Again, as established by AB 1825 and FEHA regulations, employers are required to keep records of completed training including details of the attendees, training methods used, copies of questions asked, and responses given, etc.
CalWorkSafety, LLC has added several new video programs which provide you the training needed to comply with this law. Ask any of our team to discuss compliance options with you. 
If you have questions or would like more specific details on this topic, our expert consultants can help. Call us at 949-533-3742, visit our website:  http://www.calworksafety.com or email: dondressler1@hotmail.com
The Bottom Line:
Our Virtual HR Department offers effective hands-on Management and Staff training dealing with all Mandated Regulations.  By simplifying the employee relations and compliance elements we help clients reduce workers’ compensation premiums, prevent discrimination and harassment claims, and settle/avoid employee claims. To learn more about preparing for 2018/19 HR compliance, call us at 949-533-3742 or email: dondressler1@hotmail.com or Call:  949-533-3742

Take a Look At 2019 Minimum Wage & Overtime Updates

13 Nov

Nov-Min Wage-Overtime

Interested in 2019 Minimum Wage Tips & Overtime Updates?

Did you know that the Annual Minimum Wage, Tip and Overtime adjustment season began October 2018? Some California cities and counties are announcing their 2019 rates NOW.

Rate Change Examples Below:

California: State law provides that certain computer software employees, as well as licensed physicians and surgeons, are exempt from state overtime requirements if they receive a minimum hourly, monthly, or yearly rate, which is determined annually based on cost-of-living changes.

  1. Effective 1-1-19: the computer software employee minimum hourly rate will increase from $43.58 to $45.41 per hour; the minimum monthly salary amount will increase from $7,565.85 to $7,883.62, and the minimum annual salary amount will increase from $90,790.07 to $94,603.25. For licensed physicians and surgeons, the minimum hourly pay rate will increase from $79.39 to $82.72.
  2. Mountain View, California: The minimum wage will increase from $15.00 to $15.65/hour on 1-1-19.
  3. Sunnyvale, California: The minimum wage will increase from $15.00 to $15.65 per hour on January 1, 2019. On 10-30-18, the City Council voted to amend its ordinance to cap the amount of annual adjustments at five percent. Because $.65/hr. is less than five percent, the amendments will not impact the 2019 adjustment.

No-Cal’s San Francisco Bay Area – Bay Area (of Laws):

  1. The Alameda City Council adopted a citywide minimum wage, which, effective July 1, 2019, will be $13.50 per hour, increasing to $15.00 per hour on 7-1-20, with annual adjustments based on cost-of-living increases beginning 7-1- 22.
  2. On October 1, the Berkeley minimum wage rate generally increased from $13.75 to $15.00 per hour, increasing from $12.00 to $13.25 for employer youth works and job training participants.
  3. In Daly City, the City Council received a staff recommendation to hold a public hearing concerning a proposed citywide minimum wage ordinance on 11-16-18.
  4. The Fremont City Council held a listening session about whether to adopt a citywide minimum wage ordinance.

This information offers California employers real minimum wages, tips and overtime annual wage changes coming in 2019. We also can provide similar information for: Alaska, Florida, Albuquerque, New Mexico, Seattle & Tacoma WA.

If you have questions or would like more specific details on this topic, our expert consultants can help. Call us at 949-533-3742, visit our website: http://www.calworksafety.com or email: dondressler1@hotmail.com

The Bottom Line:
Our Virtual HR Department offers effective hands-on Management and Staff training dealing with Mandated Regulations. By simplifying the employee relations and compliance elements we help clients reduce workers’ compensation premiums, prevent discrimination and harassment claims, and settle/avoid employee claims. To learn more about preparing for 2019 HR compliance, call us at 949-533-3742 or email: dondressler1@hotmail.com Call: 949-533-3742

About That Loss Run Analysis

6 Nov
Loss Run Analysis-Cut Costs
The First Step: Cutting Worker’s Comp Costs. Loss Run Analysis Is the Second Step.

Online loss runs are the best method of cutting your Worker’s Comp (WC) costsfrom the claims perspective.  Even if you have a few accidents, online access usually results in immediate loss runs that can be printed or downloaded into a spreadsheet.

If your carrier offers a method to download information, it’s very helpful if everything possible is included in the download, because the more information on a spreadsheet, the potential to save WC dollars increases greatly.

Using the “red flag” terms when referring to loss runs is not suggested because there are no actual red flags as the loss runs may not have enough information to add this moniker on any of the claims listed. Paying attention to claim amountslooking ‘off’ is what you should analyze more specifically.

And, without looking at the loss runs, there is really no generic statements that can aid you in your loss run analysis.

For many employers the most confusing category is the term ‘Total Incurred’ which surprisingly, may not necessarily be a column on your loss runs. Below are common references used to define loss runs Total Incurred:

  • Total Reserves Incurred
  • Total
  • Total Reserves
  • Incurred
Loss Run Important Items:

  1. Injured worker’s name
  2. Date of loss
  3. Is it Open or Closed?
  4. Is the claim “litigated”, meaning injured worker has an attorney involved
  5. Claim amounts appear as “medical” and “indemnity”.  Other titles include: “medical/legal” and/or “allocated claims costs”.
  6. Cause of injury (not shown as such on all insurer loss runs).
  7. “Reserved” or “Unpaid” are claims where your action may help reduce costs or encourage insurer to close the case.

Attention getters arise when there is a significant amount of money in “reserved” or “unpaid” categories. Remember, since 2017 in California: there is a maximum dollar amount on each claim used to set your Experience Modification (Ex Mod). This amount is shown on the Workers’ Compensation Experience Rating Form issued each year by the WCIRB for your company.

Your broker has this form, so if you don’t have a copy, request it annually (prior to planning for your renewal of insurance for a new policy). The Experience Rating Form has a unique number: “Primary Threshold”. Remember, all costs of every workers’ compensation claim are charged to your Ex Mod, up to the maximum amount shown.

Beginning in 2019, every employee workers’ compensation claim will be listed on the form, and $250/claim will be deducted from the amount charged in your Ex Mod. This is done to offset the costs of “first aid” cases, which must now be reported to your insurer and the WCIRB.

CalWorkSafety offers detailed guidance on how I-9s are prepared and completed.  We assist with reviewing I-9 records and training employees on how to handle the I-9 process properly. To learn more send an email to: dondressler1@hotmail.com or call us at: 949-533-3742
.
The Bottom Line:
Our Virtual HR Department offers effective hands-on Management and Staff training dealing with Mandated Regulations.  By simplifying the employee relations and compliance elements we help clients reduce workers’ compensation premiums, prevent discrimination and harassment claims, and settle/avoid employee claims. Email Us: dondressler1@hotmail.com
Visit our website: www.calworksafety.com or Call:  949-533-3742