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Does your business have 5 or more employees? Do you employ at least one minor? If the answer to both of these questions is yes then, as of January 1, 2021, it’s now your responsibility to provide training to all employees who are considered "mandated reporters" under AB 1963.

Please join us on February 24 for the next installment of Higher Standard: HR's Courageous Role in Influencing Change. This free event offers three (3) Business Recertification Credits towards any of HRCI's eight credentials, including SPHR® and PHR®.

In response to President Biden's Executive Order, the Occupational Safety and Health Administration ("OSHA") issued updated guidance on January 29, 2021, regarding how most employers should address COVID-19 in the workplace.

Everything is great with an office romance, until it isn't. With Valentine's Day around the corner, it's a good time for employers to review workplace dating policies. Many business owners have learned the hard way that office relationships can negatively impact the workplace in a number of ways, including favoritism concerns, conflicts of interest, and even sexual harassment and retaliation complaints.

Every year from February 1st thru April 30th, most employers* are required to post Cal/OSHA Form 300A in a conspicuous place where you normally post employee posters.

Microsoft's Internet Explorer is no longer being supported, and will be phased out completely by August 2021, according to an announcement by Microsoft.  We suggest using one of these free browser downloads to replace Internet Explorer.

In a rare moment for labor and employment, 225 Google employees, including engineers, sales associates, and administrative assistants, have announced that they have formed the Alphabet Workers Union. The Alphabet Workers Union will be affiliated with the larger Communication Workers of America.

The Families First Coronavirus Response Act (FFCRA), which took effect in April and applied to public employers and businesses with fewer than 500 employees, provided COVID-19 related emergency paid sick leave and family leave benefits. The FFCRA expired on December 31, but with a twist.

Employee handbooks are critical for a number of reasons — they inform staff about your policies and expectations, outline employer obligations, and are often at the forefront of litigation. This year, there are a number of mandatory and suggested updates for employers.

As we end this crazy COVID-19 year, I asked our HR Directors and our Training & Development team to share with me some of the craziest places they've conducted a CEA training or investigation.

The California legislature and governor had a busy year responding to the COVID-19 pandemic and implementing employment laws for 2021. These new bills touch almost every facet of employment — including leave laws, COVID-19 prevention and reporting obligations, wage and hour, and more.

Generally, employers may require employees to be vaccinated, so long as the vaccination is job-related, consistent with business necessity, and the employer makes reasonable accommodations for disabilities and sincerely held religious beliefs. But, perhaps the better question is should you require it?

The Department of Industrial Relations' (DIR) Occupational Safety and Health Standards Board unanimously adopted emergency temporary standards to protect workers from hazards related to COVID-19. The emergency standards will be in effect immediately if approved by the Office of Administrative Law in the next 10 calendar days.

"Furloughs" and "layoffs" are sometimes said interchangeably, but there is a difference with legal implications. If your furloughs really amount to terminations or if you placed employees on leave indefinitely, you may have legal compliance obligations.

There's No Place Like Home for the Holidays has taken on a whole new meaning this year. Most of us have been home for months now and your employees may be eager to travel, get together with family, and take time off. Here are a few reminders for California employers about holiday pay, vacation/PTO plans, and travel as we head into the holiday season.

In California, Labor Code 2802 requires employers to reimburse California employees for "all necessary business expenditures or losses incurred by the employee in direct consequence of the discharge of his or her duties." So let's break that down further.

As you begin to get back to business, it may be time to hire new employees. If it’s been a while, be sure you have all the necessary paperwork ready and an onboarding plan in place. Two forms that have changed dramatically this year directly impact an employees' paycheck, so be prepared to update your new hire orientation paperwork.  

The Equal Employment Opportunity Commission (EEOC) updated its guidance last month regarding COVID-19 employer obligations. Highlights include medical inquiries, travel policies, and teleworking as an accommodation. 

If you have employees working remotely due to COVID-19, you may need to order more State/Federal employment law posters than normal for 2021. Wondering how to satisfy your obligation to post the required notices conspicuously in the employees' "place of work?"

CEA has four more terrific free resources on DE&I. Free to members, these trainings range from 30-60 minutes and are great for everyone in a management or leadership role at your organization.

On the cusp of the November 2020 election, employers may wonder what rights employees have with respect to taking time off for voting, bringing political ideology to the workplace, and engaging in political activities. Given the national attention on racial equity and justice, many employers have also contemplated promoting their political views as an organization, either internally or to the public. To ensure you are not infringing on employee rights, below are important considerations to keep in mind as Election Day approaches.

 Effective September 19, 2020, AB 1867 adds Labor Codes 248 and 248.1 and requires California employers with 500 or more employees nationwide, and public or private entities that employ health care providers or emergency responders to provide supplemental paid sick leave for COVID-19 related reasons until December 31, 2020. This law also requires a new posting be provided to employees by large employers.

CalSavers Retirement Savings Program is a state-run retirement savings program for private-sector employees whose employers do not offer a retirement program. Below is a great outline of everything you need to know about CalSavers including deadlines, employer responsibilities, and employee information.

"If a tree falls in the forest and no one is around to hear it, does it make a sound?" Yes! The same answer holds true for harassment. Whether harassment happens at an in-person happy hour event or in an online virtual happy hour, it still happens.

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).