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.
March 6 is Employee Appreciation Day -- a day when companies make the extra effort to appreciate all of their employees' contributions. Did you know that 40% of employed Americans say they'd put more energy into their work if they were recognized more often?
Super Tuesday is March 3, 2020 — the day when the greatest number of U.S. states hold primary elections and caucuses. Here's what employers need to know about Time Off to Vote.
On January 31, 2020, the USCIS released the newly updated Form I-9. All U.S. employers must properly complete Form I-9 for each individual they hire for employment in the United States. Join our webinar to be walked through the new Form I-9.
CEA has started receiving calls from employers regarding the coronavirus. What can they do if an employee has the virus? What about employees who travel to areas that are highly affected? What if our business operations are affected? We answer these and more.
On January 31, 2020, the United States Citizenship and Immigration Services (USCIS) released the newly updated Form I-9. All U.S. employers must properly complete Form I-9 for each individual they hire for employment in the United States. This includes citizens and noncitizens. Both employees and employers must complete the form.
By now you've probably heard that California requires all employers of 5 or more persons to provide harassment prevention training. Good News: CEA provides our members with free online supervisory harassment prevention training! As well as plenty of other live and webinar training options to meet your company's needs.
Most of everything we do can be put into one of four quadrants on a grid. In 2020, keep this model in mind as you plan (and work) your day. Doing so will help you keep your attention on the most important things in your life.
In late 2018 the California legislature passed the California Consumer Privacy Act ("CCPA") that provides comprehensive privacy protections to give consumers "significantly more control over their information." This complex law provides consumers the right to know what personal information about them is collected, sold, or used by a business. Businesses must have the procedures and personnel to implement the procedures mandated by the CCPA and be compliant with the CCPA by January 1, 2020.