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The information provided in this blog is intended for general information purposes only. Readers should seek the help of an HR professional for guidance on specific issues.
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The information provided in this blog is intended for general information purposes only. Readers should seek the help of an HR professional for guidance on specific issues.
Tips on keeping employees’ conversations on controversial topics civil
As employees return to the workplace, there may be heated discussions among co-workers concerning the upcoming elections, current events, or the pandemic. Due to this, arguments and outright hostilities may erupt. If tempers flare during these heated discussions, supervisors will need to know how to handle the situation. To reduce the potential for heated discussions, it is essential to have a policy in place regarding political discussions that includes consequences for violations.
Communicate with all staff any mandatory safety policies that apply to your worksite
Establish specific return to work policies and communicate clearly to all staff your new company policies and requirements for mask-wearing, social distancing, client and co-worker contact and any new cleaning/disinfecting procedures. Through communicating and clarifying company policies upfront, antagonistic discussions can be reduced. Remind staff that many of these workplace safety requirements are state and federally mandated. Compliance is required to remain in business.
What Employers Need to Know About California Election Law
Election Day is right around the corner. Employers must stay compliant with California State Law requirements concerning employee voting rights and should immediately review existing company policies and practices to ensure compliance with said laws. Employers must also be prepared to deal with employee requests for time off before election days. California maintains a website that has all the pertinent information employers and employees must understand regarding their voting system.
https://www.sos.ca.gov/elections/
California Statewide Election Dates:
Under California Election Code Section 14000:
California Voter Registration
Voting in California
Voter ID Laws in California
California voters are not required to show identification at the polling place. A voter may be asked to provide identification at the polls if it is his/her first-time voting (this requirement applies if the individual registered by mail without providing a driver’s license number, state identification number, or the last four digits of a Social Security number). Acceptable forms of identification include driver’s license, utility bills, or any document sent by a government agency. For a complete list of acceptable forms of identification, please see this list.
Questions About When an Employee Gets Paid Time Off or Need to Craft a Company Policy on This Topic?
We’re here to help! Call Sequoia Personnel Services at (707) 445-9641 for all of your HR needs or questions concerning your obligations as an employer.
In an effort to prevent the spread of COVID-19, many employers are permitting, or even requiring, that employees work from home. A consequence to this is that some states mandate employers to reimburse their employees for certain expenses incurred as a result of their remote employment – and California is one of those states!
Employers are required to reimburse employees for reasonable expenses they incur for equipment and services necessary to work from home. This can include cell phone, internet and computer usage expenses. Under federal law, employers are generally obliged to reimburse expenses incurred by their employees if those expenses reduce their pay scale below minimum wage standards.
California Labor Code requires employers to cover “all necessary expenditures or losses” that workers incur while doing their jobs. Those costs can include the purchase of office equipment and reimbursement for utilities, i.e. electricity, internet or broadband and phone service.
California businesses must have compliant labor policies for expense reimbursements and workplace safety. Now, this needs to include policies that specifically address expenses incurred by a remote workforce. However, some of these policies may be designed to stay in effect only until staff return to the physical worksite.
Reimbursements
Your employees may have many questions and concerns after returning to work. It is your job, as the employer, to address these questions and concerns regarding employees’ health and safety as we face COVID-19. Below is a probable list of questions employees may ask as you reopen your business.
While no two businesses are alike, and despite the fact that the business community has never dealt with a challenge like this, there are still guidelines and labor laws that apply to these situations. Here are the recommended steps your company can take to prepare for and welcome your returning workforce:
Step 1: Gather your Management Team and discuss your COVID-19 “Return to Work” policies. Create a special section in your employee handbook called, “Public Health Emergency Work Policies as Related to COVID-19.”
Step 2: Create a list of current policies that pertain to this topic, such as your companys’ existing sick leave, medical leave and other policies as they relate to health and time off. Many of these policies are still applicable to situations regarding COVID-19.
Step 3: Review and incorporate new COVID-19 related laws from your state and county into a safety plan and policy. If you do business within Oregon please visit https://govstatus.egov.com/or-covid-19/ to review requirements for your business-type, as well as requirements based on the county level. If you conduct business within California please visit https://covid19.ca.gov/ to review requirements for your business-type, reopening plan if applicable, as well as requirements based at the county level.
Safety practices are contingent on employer-type. Masks are mandatory if you are open to the public, but in an office, they may only be required if you cannot socially distance yourselves from co-workers. Most businesses will need to customize their safety plan and policies based on their unique work process, contact with the public, workspace, etc.
Step 4: Designate someone who your employees know they can communicate with, regarding any COVID-19 related situation. Make this person available to all staff while informing them that all communication will be considered private and confidential and is protected by privacy laws.
Step 5: Communicate your policies in multiple ways to your staff before and after they return to work. Consider scheduling mandatory [paid] Zoom meetings concerning these updated “Return to Work” policies before employees return to the actual job site. Repeat this information to employees through additional emails, handouts, or letters. Post these special policies on your internal intranet or employee-only website as well.
Once employees return to work, schedule onsite meetings to discuss implementation of these new policies. To further enforce them, make sure to use a face covering and practice social distancing. Failure to do so has resulted in employees contacting the Occupational Safety and Health Administration (OSHA). OSHA has been responding to these concerns aggressively.
Are you ready to answer employee questions or develop new policies—overwhelmed by this looming task? Let Cardinal Services help you! Cardinal has the expertise in place to help you update your policies to address this public health emergency. Our HR Specialists are ready to help you craft new policies and procedures that are compliant with state and federal labor laws—for “normal” times and during these extraordinary challenging times. We have a dedicated webpage of COVID-related information, links and resources for employers. We’re here to help. Call us now! 800.342.4742.
During this challenging time, employees are now being asked to work from home. Here’s a list of tips that can help both employers and employees be more productive when working remotely.
The U.S. Department of Homeland Security (DHS) has announced that it will defer the requirements for employers to review Form I-9 documents in-person with new employees, due to the COVID-19 emergency. Here are the temporary, revised requirements:
Benefits for California Workers Impacted by COVID-19