CaEmployers

The Charles Schulz Philosophy

2011-12-12T10:43:00.001-08:00

The Charles Schulz Philosophy
(This is marvellous!! Scroll thru slowly and read carefully to receive and enjoy full effect)

The following is the philosophy of Charles Schulz, the creator of the 'Peanuts' comic strip.

You don't have to actually answer the questions. Just ponder on them.

Just read the e-mail straight through and you'll get the point.

1. Name the five wealthiest people in the world.
2. Name the last five Heisman trophy winners.
3. Name the last five winners of the Miss America pageant.
4 Name ten people who have won the Nobel or Pulitzer Prize.
5. Name the last half dozen Academy Award winners for best actor and actress.
6. Name the last decade's worth of World Series winners.

How did you do?
The point is, none of us remember the headliners of yesterday.
These are no second-rate achievers.
They are the best in their fields.
But the applause dies...
Awards tarnish...
Achievements are forgotten.
Accolades and certificates are buried with their owners.

Here's another quiz. See how you do on this one:

1. List a few teachers who aided your journey through school.
2. Name three friends who have helped you through a difficult time.
3. Name five people who have taught you something worthwhile.
4. Think of a few people who have made you feel appreciated and special.
5. Think of five people you enjoy spending time with.

Easier?

The lesson:

The people who make a difference in your life are not the ones with the
most credentials, the most money...or the most awards.

They simply are the ones who care the most

Pass this on to those people who have either made a difference in your life,
or whom you keep close in your heart, like I did

'Don't worry about the world coming to an end today

It's already tomorrow in Australia!'

''Be Yourself. Everyone Else Is Taken!"

Scott J. Dear
Director of Membership Services
California Employers Association
1451 River Park Dr., Suite 116
Sacramento, CA 95815
Cell 916-281-5898
(800) 399-5331
www.employers.org

Providing Human Resource
Solutions for Employers
Since 1937

Would you invest $6000.00 to make $600,000.00 or more?

2011-08-15T14:01:00.000-07:00

If you operate a business in California I ask you?
• Would you invest $6000.00 to make $600,000.00 or more?
• Do you protect your business with insurance?

Of course you do!
Now I ask, did you know, the average jury award for Employment Practices Liability now exceeds $600,000.00*?*according to Jury Verdict Research 2010(JVR).

Even if the employer prevails, the cost of defending an employment practices suit can be substantial.
Defense of an EEOC claim: $4000.00 - $7000.00
Lawsuit filed against a business: $69,000.00-$107,000.00*
*excludes the cost to appeal an adverse verdict

All Businesses are at Risk!

Unlike ever before organizations are finding it very difficult to keep up with the constant changes and additions to labor law requirements.

Employee liability claims have skyrocket forcing many employers to reduce workforce, move out of state or shutdown completely.
CLICK HERE to see how you can drastically reduce your risk of an employee related lawsuit.

Established in 1937, CEA is a non-profit association providing personalized and cost effective comprehensive information, services, and training for all aspects of human resources management,California Labor Law and relations solutions throughout California. Located throughout the state, CEA’s staff of regional directors draw upon more than 150 years combined knowledge and experience to assist in all aspects of employer-employee relations.

For more information please contact:
Scott J. Dear, Director of Membership Services
Toll free 1-800-399-5331 or 916-921-1312
Mobile 916-281-5898
Email: sdear@employers.org

2011 Association Webinar Training Program

2011-07-29T16:45:00.000-07:00

California Employers Association can help your association offer members services and products related to California employment and labor law issues.

Webinars: will give your members one more reason to turn to you to solve their business issues and allows your association to receive additional revenue streams.
CEA will develop, deliver and supply all materials for webinars upon request. Topics can include, but are not limited to any of the following:

• Absenteeism - Preventing and Managing
• Avoiding Workplace Discrimination
• Avoiding Wrongful Termination Lawsuits
• Dealing with Conflict
• One Bad Apple- Dealing with Difficult Attitudes
• Discipline and Bad Conduct
• Diversity
• Drugs in the Workplace
• Effective and Legal Performance Appraisals
• Giving Leadership Away
• Proper Hiring and Interviewing Techniques
• Preventing Sexual Harassment
• Supervisory/Leadership
• Wage and Hour Laws
• How to's of Workers Comp.
• Emergency Preparedness
• Ergonomics
• The Family Medical Leave Act (FMLA)
• Top 10 Ways to Stay Out of Jail
• Managing Burnout and Engaging your Staff

Suggested 12 month Webinar Series:
1. Top 10 Ways Employers Can Stay Out of Court
2. Interviewing and Hiring
3. Employee Handbooks
4. Leave Laws
5. 2012 Labor Law Update
6. Wage and Hour Laws
7. Engaging your Workforce
8. Harassment in the Workplace
9. Discipline and Termination
10. Reducing Stress in the Workplace
11. Performance Evaluations
12. Conflict Management

Webinar Series Includes:

• Design and development of 12 monthly webinars, including curriculum and handouts.
• Each webinar will last one hour in duration and will include a speaker, e-vite invitations, handouts, Q & A during each presentation and an evaluation at the end of each presentation.
• CEA will handle all technology
• CEA will provide marketing information for each webinar
• CEA can record each webinar and make these available for your association (in an email format) for resale to members

Pricing Structure
• $50 per webinar if recorded
• Contact CEA for per webinar quote: includes time, materials and speaker
• 10% discount on webinars purchased in groups of 6 or more
• Audio Visual/Technology Fees $10 per registrant

Scott Dear,Director of Membership Services
California Employers Association
1451 River Park Dr., Suite 121 Sacramento, CA 95815
Office: (800) 399-5331 Email: sdear@employers.org
http://www.employers.org/

2011-07-27T01:22:00.001-07:00

Employees get Raises as Pay Freeze Thaws

2011-07-27T01:07:00.000-07:00

Salary increases are slowly trending upward toward pre-recession levels, according to the 38th Annual WorldatWork Salary Budget Survey. Participating organizations reported awarding at least some base salary increase to 88 percent of all employees in 2011 on average, compared to 86 percent of all employees in 2010, 80 percent in 2009 (all-time low), and 91 percent from 2006 to 2008. This year's 88 percent % figure shows not all organizations are fully recovered.

Depending on performance ratings, this year low performers can expect an average pay increase of 0.7 percent, middle performers 2.7 percent and high performers 4.0 percent. Only 3 percent of employers are planning across-the-board salary freezes compared to 43 percent in 2009 and 10 percent in 2010. The actual increase in salary budgets was 2.8 percent in 2011 and is projected to rise again by 2.9 percent in 2012, according to the survey.

"Unemployment rates may be playing a significant role in keeping salary budget planning at moderate levels," said Alison Avalos, CCP, research manager at WorldatWork. "The law of supply and demand is also at play: employers don't need to plan for high pay increases because there are more employees than there are jobs."

These were just a few of the conclusions drawn from the annual survey, the largest survey of its kind with 2,256 respondents representing 15 million U.S. employees. For more, click here.

Source: WorldatWork; www.worldatwork.org.

Who is CEA? click here

Established in 1937, CEA is a non-profit association providing personalized and cost effective comprehensive information, services, and training for all aspects of human resources management,California Labor Law and relations solutions throughout California. Located throughout the state, CEA’s staff of regional directors draw upon more than 150 years combined knowledge and experience to assist in all aspects of employer-employee relations.

For more information please contact:
Scott J. Dear, Director of Membership Services
Toll free 1-800-399-5331 or 916-921-1312
Mobile 916-281-5898
Email: sdear@employers.org
Website: www.employers.org
Twitter: Caemployers

Avoiding a costly hiring mistake

2011-06-30T08:40:00.000-07:00

It is far too often that companies fall into the hiring trap where they bring on a new applicant --take them through the rigors of training and on-boarding --only to find that they were the wrong person for the job. Time and money are wasted and the empty chair remains. If your company is one of those fortunate enough to be hiring again, there is much to consider, says Patrick Sweeney, president of Caliper.

Now, there are an enormous number of people seeking employment. And the number of resumes you receive for your job opening can be overwhelming.

To hire successfully, you need a two-fold approach:
1) First, you need clarity about the kind of person you are seeking;
2) Second, you need an on-boarding plan to help get your new hire up to speed faster than ever before.
To successfully avoid misemployment, companies must consider some basic tips and techniques in the process.
Don't rely entirely on experience. Experience should not be a sole determinant in making a hiring decision. Past experience does not necessarily equal future success. Hire based on potential first.
Consider using a personality assessment. The information from an in-depth personality assessment can provide you with insights to make a better-informed decision.
Will the individual fit in with your culture?

Work well with others on your team?

Connect with his or her manager?

Those are the important nuances that can make all the difference as to whether an individual will ultimately succeed.

A validated personality profile can provide you with a measurable, objective view of an individual from a personality standpoint and give you a clear idea of how this person is likely to operate in the workplace.
Use the interview process as an opportunity to address concerns. Sometimes, a new employee's best performance is in the interview. So use the interview to probe those areas that may concern you.

With the insights you received from the personality assessment, you can then delve deeper into the candidate's strengths and potential limitations by asking behavior-based questions. For example, if you have concerns about the applicant's level of resilience or how they deal with rejection, you can ask questions about situations where they struggled or faced disappointment. You can also ask about how the applicant felt in that situation. And what he or she did to make sure the situation wouldn't happen again.
Find the right fit and coach for success. As a manager, you want to ensure that your employees hit the ground running, so prepare them by giving them the right tools to be successful. By doing so, new employees will know that your company is committed to their success and is willing to invest in their future. By coaching new employees as soon as they start their new jobs and setting up a training program with milestones, they will understand how to avoid potential clashes and adapt their work style to fit in with your organization's culture.

Who is CEA? click here

Established in 1937, CEA is a non-profit association providing personalized and cost effective comprehensive information, services, and training for all aspects of human resources management,California Labor Law and relations solutions throughout California. Located throughout the state, CEA’s staff of regional directors draw upon more than 150 years combined knowledge and experience to assist in all aspects of employer-employee relations.

For more information please contact:
Scott J. Dear, Director of Membership Services
Toll free 1-800-399-5331 or 916-921-1312
Mobile 916-281-5898
Email: sdear@employers.org
Website: www.employers.org
Twitter: Caemployers

2011-06-07T07:17:00.000-07:00

America the Beautiful
Monterey Ca, 2011

Established in 1937, CEA is a non-profit association providing personalized and cost effective comprehensive information, services, and training for all aspects of human resources management,California Labor Law and relations solutions throughout California. Located throughout the state, CEA’s staff of regional directors draw upon more than 150 years combined knowledge and experience to assist in all aspects of employer-employee relations.
For more information please contact:
Scott J. Dear, Director of Membership Services
Toll free 1-800-399-5331 or 916-921-1312
Mobile 916-281-5898
Email: sdear@employers.org
Website: www.employers.org
Twitter: Caemployers

Motion Picture Industry Wage Order

2011-05-27T12:38:00.000-07:00

Please make sure you have you IWC noticed posted with you other required California employer postings. This is a free posting that need to be posted along with you labor law and Cal OSHA postings. Don't get caught with this free posting and pay a fine. please be aware the DOL is making unannounced on site compliance audits throughout California over the next eighteen months. The DOL has declared all California employers will be audited for compliance. Below you will find the link to down load this posting. Please feel free to contact me directly if you have any additional questions.

http://www.dir.ca.gov/IWC/IWCArticle12.pdf

Order 12 – MOTION PICTURE INDUSTRY
Definition, Section 2(K)
“Motion Picture Industry” means any industry, business, or establishment operated for the purpose of motion picture or television film production, or primarily allied with theatrical or television, motion picture productions, including but not limited to motion pictures for entertainment, commercial, religious, or educational purposes, whether made by film, tape, or otherwise.

"Industrial Welfare Commission (IWC) Orders Regulating Wages, Hours and Working Conditions" – The State of California has drafted 17 separately numbered IWC orders establishing minimum wages and standards for hours and working conditions for State of California employers in every industry. The applicable order for each employer is determined by the principal business of that employer. The type of business must, therefore, match the industry listed on the poster.

The maximum fine for failure to post this notice is $100 or, since this is a criminal misdemeanor, possible imprisonment for not less than 30 days.

IWC wage orders, which govern wages, hours and working conditions in California, are in effect and must be posted by all employers in an area frequented by employees, where they may be easily read during the workday. Copies of the wage orders may be downloaded or ordered electronically from DIR’s workplace postings page. The Division of Labor Standards Enforcement (DLSE) will continue to enforce the provisions of the wage orders.

Established in 1937, CEA is a non-profit association providing personalized and cost effective comprehensive information, services, and training for all aspects of human resources management,California Labor Law and relations solutions throughout California. Located throughout the state, CEA’s staff of regional directors draw upon more than 150 years combined knowledge and experience to assist in all aspects of employer-employee relations.

Who is CEA? click here

For more information please contact:
Scott J. Dear, Director of Membership Services
Toll free 1-800-399-5331 or 916-921-1312
Mobile 916-281-5898
Email: sdear@employers.org
Website: www.employers.org
Twitter: Caemployers

CEA Information

2011-05-26T20:51:00.000-07:00

California legislation extending card-check procedure to agricultural workers goes to governor

2011-05-20T10:04:00.000-07:00

The California General Assembly has passed legislation that would make it easier for farmworkers to unionize by participating in so-called “card-check” elections. SB 104 passed the General Assembly on Monday, May 16 by a 51-25 vote and will now go to Democratic Governor Jerry Brown.

Currently, California law prohibits employers from engaging in unfair labor practices, including election interference, and provides for criminal and civil penalties against any employer that engages in unfair labor practices as determined by the Agricultural Labor Relations Board (ALRB). Furthermore, under current law, employees in agricultural bargaining units may participate in secret ballot representation elections.

Under SB 104, however, agricultural employees would also be able to select a bargaining representative through the card-check procedure. Prospective bargaining units that submitted a petition to the board along with representation cards signed by a majority of the bargaining unit members would then be entitled to employer recognition of their chosen representative. The ALRB would investigate and determine the sufficiency of the petition and, within five days, be required to make a nonappealable administrative decision. If the ALRB finds that the petition was deficient, the union would have 30 days to submit more cards. Any employer who interfered with the card-check process would be subject to the same penalties as employers who committed other unfair labor practices.

The bill has garnered intense opposition. Western Growers President and CEO Tom Nassif blasted the bill, saying that it would actually harm workers.

“With a card check system,” said Nassif, “every worker's vote is made public to the employer, the union organizers and co-workers. This clearly exposes workers to unwanted pressure and possible intimidation by the union. This legislation is not about advancing the cause of farm workers; SB 104 is only about advancing the cause of a union that cannot persuade workers to vote for it without having a union organizer looking over the worker's shoulder.”

The governor has yet to commit to signing the legislation.

Source; CCH CaliforniaNews

Established in 1937, CEA is a non-profit association providing personalized and cost effective comprehensive information, services, and training for all aspects of human resources management,California Labor Law and relations solutions throughout California. Located throughout the state, CEA’s staff of regional directors draw upon more than 150 years combined knowledge and experience to assist in all aspects of employer-employee relations.

JOIN CEA TODAY:
The “CEA Associate Membership Quick Start Program” Join CEA TODAY as an Associate Member today for only $348.00* CEA Membership Plans - as low as $66.25/month!

For more information please contact:
Scott J. Dear, Director of Membership Services
Toll free 1-800-399-5331 or 916-921-1312
Mobile 916-281-5898 Email:
sdear@employers.org
Website: www.employers.org
Twitter: Caemployers

California Human Resources Frequently Asked Questions | California Employers Association

2011-05-14T12:37:00.000-07:00

California Human Resources Frequently Asked Questions | California Employers Association

Established in 1937, CEA is a non-profit association providing personalized and cost effective comprehensive information, services, and training for all aspects of human resources management,California Labor Law and relations solutions throughout California. Located throughout the state, CEA’s staff of regional directors draw upon more than 150 years combined knowledge and experience to assist in all aspects of employer-employee relations. For more information please contact: Scott J. Dear, Director of Membership Services Toll free 1-800-399-5331 or 916-921-1312 Mobile 916-281-5898 Email: sdear@employers.org Website: www.employers.org Twitter: Caemployers

California EDD Extends Relief for 19 Counties Due to Storms

2011-05-11T07:25:00.000-07:00

The California Employment Development Department (EDD) has advised employers that were directly affected by recent severe rainstorms in 19 counties in the state that they could request up to a 60-day extension of time to file their state payroll reports and/or deposit state payroll taxes without any penalty or interest.

The counties are Alameda, Amador, Butte, Contra Costa, Del Norte, Humboldt, Madera, Mariposa, Mendocino, Monterey, San Luis Obispo, Santa Barbara, Santa Cruz, Sierra, Stanislaus, Sutter, Trinity, Tuolumne, and Ventura.
Written request for the extension must be received within 60 days from the original delinquent date of the payment or return. Related information is available on the EDD website at http://www.edd.ca.gov.
Source: (EDD Tax Branch News #134, California Employment Development Department, April 25, 2011.)

Established in 1937, CEA is a non-profit association providing personalized and cost effective comprehensive information, services, and training for all aspects of human resources management,California Labor Law and relations solutions throughout California. Located throughout the state, CEA’s staff of regional directors draw upon more than 150 years combined knowledge and experience to assist in all aspects of employer-employee relations.

For more information please contact:
Scott J. Dear, Director of Membership Services
Toll free 1-800-399-5331 or 916-921-1312
Mobile 916-281-5898
Email: sdear@employers.org
Website: www.employers.org
Twitter: Caemployers

Todays Hot Job Postings

2011-05-10T07:17:00.000-07:00

Account Manager Staples Los Angeles, CA
Responsible for managing and sourcing new Staples Copy & Print Shop and Best Copy customers targeting mid to large-size businesses in the area and developing relationships that... more

Truck Driver - Class A CDL Gordon Trucking Pomona, CA
Since 1946, Gordon Trucking has earned its reputation the right way. We drove and worked hard. We added routes that customers wanted. We took care of our drivers first, not after... more

Educational Sales Rep School Innovations & Advocacy Rancho Cordova, CA
needs by researching district, county, state and nationwide trends in education. ... board presentations to key decision-making personnel on SI & A products and services... more

PERSONNEL SPECIALIST CA State Personnel Board Sacramento, CA
Analyst as well as formal training from the State Controllers Office. The classification ... Elect, Non Industrial Disability and State Disability Leave. Applications will be... more

Speech Therapist Aegis Therapies Fresno, CA
Performs evaluations, develops and implements effective patient treatment plans to restore, compensate or adapt for loss of patient function, by planning and administering... more

District Account Executive UPS Fresno, CA
UPS Global Freight Forwarding is seeking an Account Executive to impact the organization by developing new business and maintaining existing business. The Account Executive... more

Maintenance Manager Archstone La Jolla, CA
Skilled in apartment maintenance, but looking for something more? Ready for an upwardly mobile position, but still want hands-on responsibilities? If youre tired of unsteady work... more

Lead Pharmacy Tech Sharp Healthcare San Diego, CA

Lead Pharmacy Tech ID# 45109 Entity Sharp Grossmont Hospital City La Mesa Department Pharmacy Category Pharmacy Type Full Time Shift Varied Location This position is located in La... more

Action Hotline - California Employers Association (CEA)

2011-04-13T13:32:00.000-07:00

Action Hotline - California Employers Association (CEA) Established in 1937, CEA is a non-profit association providing personalized and cost effective comprehensive information, services, and training for all aspects of human resources management,California Labor Law and relations solutions throughout California. Located throughout the state, CEA’s staff of regional directors draw upon more than 150 years combined knowledge and experience to assist in all aspects of employer-employee relations. For more information please contact: Scott J. Dear, Director of Membership Services Toll free 1-800-399-5331 or 916-921-1312 Mobile 916-281-5898 Email: sdear@employers.org Website: www.employers.org Twitter: Caemployers

Covering 100% of Health Insurance is NOT a Good Idea

2011-04-11T10:44:00.000-07:00

As an employer, you want the best for your employees. While in theory it seems great for your employees to provide them with 100% coverage, in reality it has some downfalls; both for you as an employer and for your employee. Here’s why:

1) Double coverage

Under California law, every employee is required to be covered under an employer’s group health insurance plan, if and only if, the employer covers 100% of the plan. This often means that people are double covered, because many employees are covered under their spouse’s policy and may not need the coverage from their own employer. Having employees contribute as little as $10 a month towards their health benefits is enough to eliminate this problem.

2) The “other people’s money” syndrome

Providing a 100% coverage creates what is often referred to as ”the other people’s money syndrome”; if something is offered for free, you will accept it, needed or not.

3) Engagement theory

Allowing employees to pick their own health plan leaves them feeling engaged, respected, and trusted. Even if they are responsible for a small contribution, they will most likely feel more inclined to put some effort into choosing the best value and quality plan.

Increase benefits without increasing costs: Supplemental benefits, such as dental insurance and short- and long-term disability insurance, don’t have to cost you more as an employer. If employees are willing to pay for a small portion of additional benefits, and you are able to save $700-$1,000 a year per employee by using proper plan selections methods, the savings can go towards supplemental benefits.

Source: SuperAgent.

SuperAgent is an endorsed CEA partner. With SuperAgent you can use web-based technology to compare, rank and evaluate your current health insurance carrier and plan against all others in California. Visit http://www.superagent.com/ today or call 888-912-7587 x303 for a fast and free demonstration and quick evaluation of your current plan.

Join us for a 4-hour crash course in Human Resources!

2011-04-11T10:30:00.000-07:00

We’ll cover all of the essentials to help you stay on top of labor law in California

Topics to be discussed:
• Hiring Best Practices - how to find and hire the best candidate
• Performance Management - how to keep your employees on track and moving
• the company forward
• Wage & Hour - untangling the confusing web of California’s compensation law
• Termination - how to safely and legally end the employment relationship

Cost: $229/CEA Members & Affiliates; $299/Non-members

Seating is limited

The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification.

This course is great for business owners, office managers, or anyone else who handles the HR functions for their company.

Date: Wednesday, April 20th, 10:00 am - 2:00 pm
Location: 5733 E. Shields Avenue, Fresno, CA 93727
Lunch will be provided!

To register, CLICK HEREor call (800) 399-5331

Webinar: Worker's Compensation Update March 30th

2011-03-18T16:25:00.000-07:00

It is important to clarify when employees are eligible for workers’ compensation benefits and explain what you should and shouldn’t do if an employee is injured on the job. This seminar will discuss:

• When is an employee eligible for worker's compensation benefits?
• Dos and Don'ts when an employee gets injured on the job.
• 2011 changes to the workers' compensation system.
• New legislation and court rulings from 2010.
• Why offer modified work, and what to do when it is refused by your employee.
• Communicating with your injured workers – how and why.

HRCI Approved:
The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification.

Speaker: Steven Roberts Esq
Date: Wednesday, March 30, 2011 At 12:00 PM
Duration: 1 Hour

Mr. Roberts is a partner in the workers’ compensation defense firm of Yrulegui and Roberts. He is certified by The State Bar of California Board of Legal Specialization as a specialist in Workers’ Compensation.

He has full range of trial experience including all phases of workers’ compensation litigation; appellate court hearings and Workers’ Compensation Appeals Board trials.

Registration information Click Here

Established in 1937, CEA is a non-profit association providing personalized and cost effective comprehensive information, services, and training for all aspects of human resources management,California Labor Law and relations solutions throughout California. Located throughout the state, CEA’s staff of regional directors draw upon more than 150 years combined knowledge and experience to assist in all aspects of employer-employee relations.

For more information please contact:
Scott J. Dear, Director of Membership Services
Toll free 1-800-399-5331 or 916-921-1312
Mobile 916-281-5898
Email: sdear@employers.org
Website: www.employers.org
Twitter: Caemployers

Employee or Independent Contractor? The IRS will decide!

2011-03-18T15:44:00.000-07:00

Three-year study. The IRS is randomly selecting 2,000 returns from all types of employers in the private, tax-exempt, and government sectors as part of the three-year NRP payroll tax audit that began in February 2010. "This is the first time the IRS has conducted an employment tax study since the early 1980s. Based on studies from more than 10 years ago, the IRS has estimated that employment tax underreporting accounts for approximately $54 billion of the $345 billion tax gap (the difference between what taxpayers owe and what they pay). In other words, the IRS wants to be sure they are getting the proper amount of payroll taxes they are due.

Under Review. Employers selected for participation should expect to provide the IRS with a variety of documents, including:

• payroll tax records
• W-2 forms
• exemption worksheets (the IRS is taking a close look at worker classification).

Misclassifying a worker as an independent contractor, when they should actually be classified as an employee, can result in liability for employment taxes and for the 100-percent penalty for failure to collect and account for employment taxes. The IRS uses three characteristics to determine the relationship between businesses and workers --behavioral control, financial control, and the nature of the relationship.

The Test. The basic test for determining whether a worker is an independent contractor or an employee is whether the principal(boss/owner) has the right to direct and control the manner and means by which the work is performed. When the principal has the "right of control," the worker will be an employee even if the principal never actually exercises the control. If the principal does not have the right of direction and control, the worker will generally be an independent contractor.
What to Do. We encourage all employers to review the classification of all your independent contractors. Using the EDD employment determination guide, found at: http://www.edd.ca.gov/pdf_pub_ctr/de38.pdf an owner can determine whether a worker is most likely an employee or an independent contractor.

More questions? Give us a call, we can provide you with exemption worksheets and help you properly classify all of your employees!

JOIN CEA TODAY!

Announcing CEA HR 101 for California workshop

2011-03-10T15:23:00.000-08:00

How many hats do you wear each day?

Office Manager, Human Resource Manager or Have-To-Do-It-All Manager? With all you have to do, staying up to date on human resource practices may fall to the bottom of your to-do list.

CEA to the rescue! Due to popular demand, CEA has created a brand new training called HR 101 (for California). In this small class size, we will cover the essentials of human resources on a more personal level.

Our first scheduled class was held in Sacramento click here for sample flier. If you would like us to offer this class in your area, please email Scott Dear for more information

Established in 1937, CEA is a non-profit association providing personalized and cost effective comprehensive information, services, and training for all aspects of human resources management,California Labor Law and relations solutions throughout California. Located throughout the state, CEA’s staff of regional directors draw upon more than 150 years combined knowledge and experience to assist in all aspects of employer-employee relations.

For more information please contact:
Scott J. Dear, Director of Membership Services
Toll free 1-800-399-5331 or 916-921-1312
Mobile 916-281-5898
Email: sdear@employers.org
Website: www.employers.org
Twitter: Caemployers

Worker Compensation Update

2011-03-02T13:42:00.000-08:00

It is important to clarify when employees are eligible for workers’ compensation benefits and explain what you should and shouldn’t do if an employee is injured on the job. This seminar will discuss:

• When is an employee eligible for worker's compensation benefits?
• Dos and Don'ts when an employee gets injured on the job.
• 2011 changes to the workers' compensation system.
• New legislation and court rulings from 2010.
• Why offer modified work, and what to do when it is refused by your employee.
• Communicating with your injured workers – how and why.

Click on location below for details
Costa Mesa, CA
Date: Tuesday, March 15, 2011 at 09:00 AM
Duration: 1 Hour 30 Minutes
Continental breakfast
Orange County Dept. of Education
200 Kalmus Dr. Costa Mesa, CA

San Diego, CA
Date: Tuesday, March 16, 2011 at 09:00 AM
Duration: 1 Hour 30 Minutes
Continental breakfast
DeVry University
2655 Camino Del Rio N., Suite 201 San Diego, CA 92108

Fresno, CA
Date: Tuesday, March 29, 2011 at 12:00 PM
Duration: 1 Hour 30 Minutes
Lunch included
Piccadilly Inn Airport
5115 E. McKinley Fresno, CA 93727

Established in 1937, CEA is a non-profit association providing personalized and cost effective comprehensive information, services, and training for all aspects of human resources management,California Labor Law and relations solutions throughout California. Located throughout the state, CEA’s staff of regional directors draw upon more than 150 years combined knowledge and experience to assist in all aspects of employer-employee relations.

For more information please contact:
Scott J. Dear, Director of Membership Services
Toll free 1-800-399-5331 or 916-921-1312
Mobile 916-281-5898
Email: sdear@employers.org
Website:www.employers.org
Twitter:Caemployers

Why is this so difficult for employers?

2011-02-25T17:25:00.001-08:00

A recent report from the Treasury Inspector General For Tax Administration (TIGTA), said they found weaknesses in the IRS's procedures for ensuring taxpayer compliance with worker status determinations.
"The misclassification of employees as independent contractors is a nationwide problem affecting millions of employees," J. Russell George, Treasury Inspector General for Tax Administration stated. "Left unchecked, it will continue to grow and contribute to the tax gap. The IRS should do more to ensure that the burden of uncollected taxes is not shifted to compliant taxpayers."
The IRS allows both employers and workers to request determination letters from the agency regarding the worker's tax status as an employee or independent contractor. While this determination is binding, TIGTA reported that employers often fail to withhold taxes even though the IRS has stated that the worker is properly classified as an employee. The IRS created Form 8919 so that employees in these circumstances could report their personal liability for Social Security and Medicare wages. Nevertheless, TIGTA found that employees may be abusing Form 8919 in order to avoid payment of employment taxes and estimated that 74,068 taxpayers avoided $26.2 million in Social Security and Medicare taxes, and the IRS could lose $131 million in Social Security and Medicare taxes over the course of the next five years as a result.
The IRS disagreed with TIGTA's valuation of this amount, pointing out situations where a taxpayer could receive relief when the taxpayer could be ruled an independent contractor by a court and would not have an employment tax liability.
What really intrigues me is why it is so difficult for employers to determine whether someone is an independent contractors or an employee? There are several EDD resources out there and the best one s I’ve found over the years is a simple yes and no questionnaire. Answer too many questions with a “yes” and you know you’ve got an employee on your hands no matter how much you’d wish the person could be classified as an independent contractor.
The form is on the CEA website in the resources tab, or go to: http://www.edd.ca.gov/pdf_pub_ctr/de38.pdf
Established in 1937, CEA is a non-profit association providing personalized and cost effective comprehensive information, services, and training for all aspects of human resources management,California Labor Law and relations solutions throughout California. Located throughout the state, CEA’s staff of regional directors draw upon more than 150 years combined knowledge and experience to assist in all aspects of employer-employee relations.
For more information please contact:
Scott J. Dear, Director of Membership Services
Toll free 1-800-399-5331 or 916-921-1312
Mobile 916-281-5898
Email: sdear@employers.org
Website:http://www.employers.org/
Twitter:Caemployers

Optional New OSHA Pamphlet

2011-02-23T07:12:00.000-08:00

The California Division of Workers' Compensation (DWC) has posted a new Time of Hire pamphlet on its website. This optional pamphlet meets the requirements under Labor Code section 3551 to notify new employees about California workers' comp rights and benefits either at the time of hire or by the end of the first pay period.

"This pamphlet is one way we can help employers and claims administrators ensure employees know what to do if they get hurt or sick because of work," said DWC Chief of Legislation and Policy Susan Gard. "We want to provide easy to understand information in multiple languages that meets the needs of California's diverse workforce."

The pamphlet, posted in English and Spanish, was developed in response to requests from claims administrators and provides employees with information about what to do if they are injured on the job and ways to resolve disputes over workers' comp benefits. In addition, it discusses the role of the primary treating physician and medical provider networks (MPNs). Pre-designation forms are included as part of the document.

This optional time of hire pamphlet is presented in a graphic format that can be customized to meet individual needs and is also offered in "text only" format in English and Spanish, which gives claims administrators the option to more fully customize the presentation. Pamphlets are available at: http://www.dir.ca.gov/dwc/dwcrep.htm#2

This new pamphlet is the latest publication helping DWC reach out to assist employers and workers. DWC recently posted updated fact sheets and guides for injured workers in English and Spanish. A basic fact sheet for workers, developed in conjunction with Cal/OSHA and the labor commissioner's office, is available in English, Spanish, Chinese, Korean, Vietnamese and Hmong. Additionally, DWC has posted a fact sheet for employers in English and Spanish on its website.

Other information available from DWC:

New - Time of Hire pamphlet

Basic Facts for Employers

Basic Facts for Injured Workers

Basic Facts for Employers and Employees (posting)

Established in 1937, CEA is a non-profit association providing personalized and cost effective comprehensive information, services, and training for all aspects of human resources management,California Labor Law and relations solutions throughout California. Located throughout the state, CEA’s staff of regional directors draw upon more than 150 years combined knowledge and experience to assist in all aspects of employer-employee relations.

For more information please contact:
Scott J. Dear, Director of Membership Services
Toll free 1-800-399-5331 or 916-921-1312
Mobile 916-281-5898
Email: sdear@employers.org
Website: http://www.employers.org/
Twitter: Caemployers

Tax Refunds on Debit Cards

2011-02-16T17:36:00.000-08:00

The U.S. Treasury Department plans to launch a pilot program to deliver tax refunds through prepaid debit cards, as an effort to cut the expense of paper checks and aid lower-income taxpayers who don't have bank accounts.

About 600,000 low- and moderate-income taxpayers nationwide, a slice of those earning about $35,000 or less annually, will receive letters inviting them to activate a debit card that can receive direct deposits. The Treasury Department's new program will deliver some tax refunds on prepaid debit cards, giving recipients an alternative to check-cashing outlets.

The program will cost the government about $1.5 million and marks the latest federal effort to send fewer payments by mail. The U.S. still issues an estimated 45 million paper checks a year for tax refunds. Each one costs the government about $1, including the cost of processing roughly 600,000 claims a year for missing checks. Each payment by direct deposit costs the U.S. about 10 cents.

The new Treasury pilot program will provide consumers a debit card that has many features of a checking account, such as free bill paying and free ATM withdrawals at select machines. Consumers also can use the card for shopping, without added fees.

Half the 600,000 offers from Treasury will carry a $4.95 monthly fee, while the rest will be free. The letters will use a mix of messages, including some offering recipients a savings-account feature. Treasury officials said the different approaches will allow them to determine which is most likely to lead consumers to sign up for the card.

Source: PrimePay Blog

For IRS forms and publications click here.

Established in 1937, CEA is a non-profit association providing personalized and cost effective comprehensive information, services, and training for all aspects of human resources management,California Labor Law and relations solutions throughout California. Located throughout the state, CEA’s staff of regional directors draw upon more than 150 years combined knowledge and experience to assist in all aspects of employer-employee relations.

For more information please contact:
Scott J. Dear, Director of Membership Services
Toll free 1-800-399-5331 or 916-921-1312
Mobile 916-281-5898
Email: sdear@employers.org
Website: http://www.employers.org/
Twitter:Caemployers

I-9 Audits on the Rise

2011-02-10T09:37:00.000-08:00

U.S. Immigration and Customs Enforcement (ICE) Director John Morton announced on January 20 the creation of an Employment Compliance Inspection Center in Crystal City, Virginia. This center will be home to 15 auditors who will support ICE's worksite enforcement strategy by helping agency field offices around the country expedite Form I-9 audits of businesses selected for inspection by ICE.

The agency stresses that Form I-9 audits are one of the most powerful tools the federal government has to ensure that businesses are complying with U.S. employment laws. From fiscal year 2009 to date, ICE has initiated Form I-9 inspections against 3,769 businesses across the nation.
"The harsh reality is that employers should anticipate more I-9 audits, and soon," notes the law firm Jackson Lewis. "ICE I-9 audits are going to be a fact of life for more employers, large and small. This increased oversight, we think, will not end soon. As Ronald Reagan said, '[G]overnment programs once launched never disappear.'"

Employer Options:
1. If you have the time and the knowledge: Conduct your own I-9 Audit, see more information on right hand side bar.

2. If you don’t have the time: Contact your CEA regional director. He or she can come to you and in a matter of a few hours conduct a complete audit of your files, providing you with a list of any issues to be resolved and solutions for any errors found. Providing you with Peace of Mind!

Helpful Quick Link
Click here to download the current I-9 form.
Click here to download the current I-9 Handbook.
For more information on I-9 verification, including the E-Verify program.
For more general information on I-9’s click here

Established in 1937, CEA is a non-profit association providing personalized and cost effective comprehensive information, services, and training for all aspects of human resources management,California Labor Law and relations solutions throughout California. Located throughout the state, CEA’s staff of regional directors draw upon more than 150 years combined knowledge and experience to assist in all aspects of employer-employee relations.

For more information please contact:
Scott J. Dear, Director of Membership Services
Toll free 1-800-399-5331 or 916-921-1312
Mobile 916-281-5898
Email: sdear@employers.org
Website: http://www.employers.org/
Twitter: Caemployers

Fresno CEA Employer Forum Immigration and I-9 Audits

2011-02-09T16:02:00.000-08:00

Immigration and I-9 Audits

The potential consequences of not complying with I-9 Forms, i.e., what to do with a “no-match letter.” What you need to know in the event Immigration and Customs Enforcement (ICE) conducts an worksite enforcement, aka RAID. Learn what leads to a RAID, what happens during a RAID, and the continued investigation post RAID. What remedies are available to those valued employees who are detained and placed in removal (deportation) proceedings.

Date: Tuesday, February 22, 2011 At 12:00 PM

Duration: 1 Hour 30 Minutes

Fresno
Venue Info:
Piccadilly Inn Airport
5115 E. McKinley
Fresno, CA 93727

Click Here for More info

Established in 1937, CEA is a non-profit association providing personalized and cost effective comprehensive information, services, and training for all aspects of human resources management,California Labor Law and relations solutions throughout California. Located throughout the state, CEA’s staff of regional directors draw upon more than 150 years combined knowledge and experience to assist in all aspects of employer-employee relations.

For more information please contact:
Scott J. Dear, Director of Membership Services
Toll free 1-800-399-5331 or 916-921-1312
Mobile 916-281-5898
Email: sdear@employers.org
Website: www.employers.org
Twitter: Caemployers