On April 21, Cal/OSHA held a public hearing and re-adopted a modified version of the Emergency Temporary Standard (ETS) that originally went into effect on November 30, 2020. This third revision took effect on May 6, 2022 and will remain in place through December 31, 2022. The revised ETS can be found here: https://www.dir.ca.gov/oshsb/documents/Apr212022-COVID-19-Prevention-Emergency-txtbrdconsider-3rd-Readoption.pdf.
The California HR (CAHR) conference is less than a month away – are you planning to attend? Michael Sullivan and Associates is a proud sponsor of this year's conference taking place at the Anaheim Convention Center May 8th through May 10th. CAHR22 offers education and an opportunity to network with HR professionals statewide. Hear speakers share their experiences on challenges affecting operations, regulatory changes, and best practices for managing human resources. PIHRA has designed this conference for both in-person and virtual attendees, so don’t miss out on the opportunity to earn continuing education credits and find empowerment among your community. To register for the conference, go to https://cahrconference.org.
A case currently pending in the Supreme Court of the United States could spell a big win for California employers this summer, allowing them to foreclose a wider range of group employee lawsuits using arbitration agreements.
On Tuesday a deal was struck between Gov. Newsom and California lawmakers to provide a new Supplemental Sick Leave similar to the one that expired on September 30. Those who follow my webinars may recall I predicted this would occur in delayed fashion after the 9/30 expiration (e.g. the March 2021 retroactive extension), but this was well beyond any predicted delay. Although not yet in final form, here are the components we expect:
Your employees are what make your company operate so efficiently. At this tumultuous time in world history, some businesses are taking advantage of their workforce. However, the best companies are always and will always put the rights of their employees first. This can be in the form of simple policy change or may even include complete overhaul of their processes. In today’s blog, Michael Sullivan & Associates, the top-rated law firm in California, will be going over some of the ways companies can protect their employees and ultimately strengthen their business through a strong bond with their workforce .
Unfortunately, not every workplace is always the healthiest. Retaliation is usually one of the highest complaints filed with the Equal Employment Opportunity Commission (EEOC). While this complaint is usually paired with other complaints, such as sexual harassment or discrimination, retaliation is still one of the most noted complaints across all industries. In today’s blog, Michael Sullivan & Associates, the top-rated law firm in California, will help you better understand how you and your company can react to employee retaliation in the workplace. Keep reading to learn more, or contact MS&A to schedule an appointment with our employment law team today.
On March 19, 2021, Gov. Gavin Newsom signed Senate Bill 95, which extends and expands the requirement for employers to provide supplemental paid sick leave to employees affected by COVID-19. The law places new paid leave requirements on most California employers, and it requires their immediate attention. Gov. Newsom explained the reason for the new law: “Paid sick leave gives workers the time they need to care for themselves and loved ones while keeping their co-workers, families, and community safe.” The law takes effect immediately, but includes a 10-day grace period for employers to start providing sick leave. Employers must begin providing the leave on March 29, 2021. The new law applies retroactively to Jan. 1, 2021, and will remain in effect until Sept. 30, 2021. It’s enforced by the California Labor Commissioner.
