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California's state-run retirement program, which opened for registration last year, is up and running with deadlines for employer enrollment (or exemptions from enrollment)! Here's what you need to know, now.

How have your sales been during this pandemic? For some industries, sales are higher than normal (think I.T., grocery stores, etc.) but for the majority of businesses, sales are way down. Keeping your sales team motivated when the phone isn’t ringing isn't easy. And, training a new salesperson, during slow times is even more difficult. 

CEA is proud to be among the sponsors of HR Leadership 2020, a virtual conference on September 1st that will help you refuel both personally and professionally.

A historic lightning siege has caused more than 367 new fires in recent days, Chief Jeremy Rahn, a Cal Fire Spokesman said at a recent news conference. As the raging wildfires in Northern California double in size, we are now seeing the destruction of many homes and communities. Once an immediate crisis has passed, people are left holding a lot of emotions. Survivors have rebuilding to do and are now expected to adapt to a "new normal" both at home and at work.

On August 3, 2020, a federal district judge ruled that the U.S. Department of Labor (DOL) exceeded its authority with respect to certain paid-leave eligibility requirements when interpreting the Families First Coronavirus Response Act (FFCRA). 

We know that keeping your workforce engaged, safe, and productive at every level in an organization is no small task. Add the challenges of the COVID-19 pandemic, social unrest, and economic distress over the past several months and it’s easy to see why many of us are on the brink of burnout.

What to do when an employee refuses to wear a mask? Beginning June 18, all Californians were required to wear face coverings in common indoor spaces and outdoors whenever social or physical distancing is not possible. Employers want to do everything they can to keep employees safe when they report for work and happy/healthy when they head home.

Members are the reason that the California Employers Association has existed for over 80 years. As a "thank you" for your ongoing support, we are dedicating August to YOU! We have set aside the entire month of August to show our appreciation to CEA members with free webinars, prizes, and more! Here’s a sneak peek of what's in store for you!

At the beginning of Spring, many businesses were forced to switch from an onsite workforce to remote operation. As we move into Summer, some businesses are slowly returning to the office. The last few months have taught many employers from various industries and with various job levels that remote work can be accomplished in a productive manner. 

COVID-19 fears, increased remote work, government protests, civil rights rallies, and marches have created a heightened stress level for many. As employers, navigating these emotionally charged matters while following applicable laws and regulations is difficult and yet critical to creating a healthy work culture.

As with all things COVID-19 related, we once again see an unprecedented move with the passing of a temporary "right to reemployment" ordinance that did not require the mayor's signature. On June 23, 2020, the San Francisco Board of Supervisors voted in favor of legislature requiring San Francisco employers with 100 or more employees to "offer a right to reemployment" to certain workers who were laid off due to the ongoing COVID-19 pandemic.

Have you been wondering how you are supposed to review the documents required to complete a Form I-9 if all of your employees are working remotely during the Pandemic? During these extraordinary times, the U.S. Immigration and Customs Enforcement (ICE) have in turn done something extraordinary themselves — they have temporarily relaxed the rules on the I-9 inspection of documents for some employers.

CEA is working with and supporting employers during these difficult and emotionally charged times. CEA stands firm in our mission of providing employers with Peace of Mind through exceptional HR compliance solutions, training, and recruiting services. 

COVID-19 fears, increased remote work, government protests, civil rights rallies and marches have created a heightened stress level for many. As employers, how do we navigate these matters while following applicable laws and regulations? 

Alice Cooper called and he wants his lyrics back! Many employers have called their team, excited to get back to work but inevitably are hearing from some employees that they cannot work, remotely or otherwise, because they have children at home instead of summer camp or daycare.

Yesterday, in a landmark 6-3 decision authored by Justice Gorsuch, the Supreme Court held that Title VII of the Civil Rights Act of 1964 prohibits employment discrimination against LGBT individuals, thus giving gay, lesbian, and transgender workers in many states new protections.

An employee tells you they have just tested positive for COVID-19, what are your next steps as an employer? An employee shows up at work smelling like marijuana and slurring their words, what can you do? An employee turns in their resignation, what required forms do you need to process the termination?

Your verbal and written communication during the furlough period has kept you and your employees connected. Now that you are recalling employees, ensure that you don't miss any critical steps for their transition back to work. Your documentation and clear communication will minimize anxiety and provide a positive back to work experience!

Earlier this month, Governor Gavin Newsom issued an executive order that presumes an employee who works onsite and then tests positive with COVID-19 was most likely infected at work and is entitled to workers' compensation benefits. This is a very surprising and concerning executive order.

FEMA's Exercise Starter Kit has sample documents your organization can use to conduct your own planning workshop to navigate the complexities of returning to full operations during the COVID-19 pandemic.

CEA's HR Advisor team answers the top questions we've been getting from our members as California companies prepare to bring back their workforce. 

Although it may be some time before California is fully reopened for business, some businesses might return to operation over the next several weeks or so. On April 28, Governor Newsom unveiled California's four-stage "Pandemic Roadmap" for slowly reopening the economy.

Today many of us have to conduct phone and virtual meetings or trainings from home, which is providing us with additional hurdles to overcome. With shelter-in-place rules, employees are sharing workspace with their spouses, children, and other family members and it is not easy! Working parents who are performing double duty with educating their children must be masters in their paying jobs and at parenting.

The US Department of Labor (DOL) has issued four new guidance letters providing clarity surrounding the unemployment compensation provisions of the Coronavirus Aid, Relief, and Economic Security (CARES) Act.

During this COVID-19 crisis, workers in essential businesses are reporting fears about whether they are safe at their workplace. The overriding concern for most workers is their chance of being exposed to the virus.

Not all businesses are closed during this pandemic. Some essential businesses remain open and some essential workers may occasionally enter office spaces to administer payroll, cut checks, etc. One thing we have learned in recent weeks is that the COVID-19 virus can remain on hard surfaces, like a doorknob, phone or keyboard, for days.

The emergency paid sick leave (EPSL) and emergency family medical leave (EFLMLA), under the Families First Coronavirus Response Act (FFCRA) both went into effect on April 1, 2020.

Many businesses are making difficult decisions to reduce their workforce. If you have a workforce that is willing and able to work, but business is slow, the Work Sharing program may be a viable option. 

Last evening, the federal government approved the Families First Coronavirus Response Act. The new law takes effect "no later than" 15 days from the date of its enactment which is April 1 and ends on December 31, 2020.

Coronavirus is here and information changes daily. As the crisis unfolds, employers have many questions regarding reducing risk, business impact, and managing employees. At CEA, our members have raised lots of good questions and concerns. On March 19, 2020, all employers can join us for a free one-hour discussion on coronavirus and the workplace.