I have a candidate work for a couple of days as a trial period. If I like them, I hire them. If I don’t, I pay them cash for the time worked. This has worked well for me so far. Is this okay? [click to read more …]
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Contrary to Federal law, California law is very specific when it comes to minutes and even seconds an employee works. They don’t vary, which helps, but you do need to understand the language. [click to read more …] 
I have an employee who has used all their paid sick time for the year, plus all their vacation time. She now takes unpaid time off but provides doctor’s notes and has good excuses, such as a relative who died, continued health issues, etc. However, I really need her at work. What are my options? [click to read more …] 
Once again, we have revised regulations regarding masks at work. Cal/OSHA (California Occupational Safety and Health Agency) approved new regulations only two weeks ago and almost immediately pulled them back for further review. The biggest problem was their regs still weren’t in alignment with the CDC (Centers for Disease Control). The revised regulations are now in effect. [click to read more …] 
I’m so confused about COVID precautions as my employees are returning to the office. What’s the latest? [click to read more …] 
A written offer letter is often desirable because it can protect your company by ensuring your offer is not misunderstood. In some situations, such as when you want to run a background check, California requires a written offer letter to be provided first. In that case, you add a contingency clause. [click to read more …] “I know many places are no longer requiring masks but I’m confused about how to make it safe for employees.” Your HR Survival Tip COVID’s evolution has kept all of us confused for nearly 1.5 years. The latest information from the CDC (Centers for Disease Control) is great news for those who have been vaccinated. However, masks and distancing are still strongly recommended for those refusing or unable to get vaccinated. Also, California is still enforcing the mask mandate until June 15th so don’t drop those masks too early. While some companies are no longer requiring masks at work, you need to decide for yourself whether or not this is in your favor. California still has several laws and regulations in place making it the company’s responsibility to pay for quarantines and report cases to workers’ comp carriers. If you no longer require masks, will your risk and costs increase? Those vaccinated will be protected but what about the unvaccinated? Some companies are choosing to follow the mask mandate in general. However, if an employee chooses to share their vaccination proof with the company, they will be allowed to work without a mask. This means some vaccinated employees will [click to read more …] 
If you haven’t yet become compliant with California’s deadlines and new laws, you aren’t alone but need to make time or potentially face fines and penalties. The immediate list is short so this isn’t too painful but it is critical. [click to read more …] 
Even as more people are getting vaccinated, we still struggle with how to handle the COVID-related questions and policies in the workplace. [click to read more …] 
Is it a surprise to anyone that our payroll taxes will be increasing to cover the huge unemployment hit from COVID? Or that California has a new bill going through the legislature that could be very costly to employers? [click to read more …] |
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