CaEmployers

Pregnancy Disability Leave (PDL) - Feb. 10 | Webinars

2010-02-09T08:02:00.000-08:00

Pregnancy Disability Leave (PDL) - Feb. 10 | Webinars

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.

What can CEA do for You! CLICK HERE

For more information please contact:

Scott J. Dear, Director of Membership Services

Toll free 1-800-399-5331 or 916-921-1312.

Cell 916-281-5898

Email sdear@employers.org

Website: www.employers.org
Twitter: http://twitter.com/caemployers

FOLLOW ME ON TWITTER NOW

Learn More see my short video California Employers Association Story

CLICK HERE

Pregnancy Disability Leave (PDL) - Feb. 23 - Fresno | Employer Forums

2010-02-09T08:00:00.000-08:00

Pregnancy Disability Leave (PDL) - Feb. 23 - Fresno | Employer Forums

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.

What can CEA do for You! CLICK HERE

For more information please contact:

Scott J. Dear, Director of Membership Services

Toll free 1-800-399-5331 or 916-921-1312.

Cell 916-281-5898

Email sdear@employers.org

Website: www.employers.org
Twitter: http://twitter.com/caemployers

FOLLOW ME ON TWITTER NOW

Learn More see my short video California Employers Association Story

CLICK HERE

The IRS Mileage

2010-02-08T07:41:00.000-08:00

Question: Can I pay my employees less than the full IRS Mileage rate (currently 50 cents/mile)?

Answer: An employer may reimburse an employee for mileage incurred when using his/her personal vehicle on company business at a rate lower than the IRS rate. However, if the employer chooses to reimburse at a rate lower than the IRS rate, the employer accepts certain liability for any loss or damage to the employee's automobile that occurs while he/she is on company business.
The California Labor Code requires employers to reimburse employees for all necessary expenditures incurred by employees. This would include mileage expense as well as damage to an employee's vehicle while being used for company business.

Here's Labor Code Section 2802(a): An employer shall indemnify his or her employee for all necessary expenditures of losses incurred by the employee in direct consequence of the discharge of his or her duties, or of his or her obedience to the directions of the employer, even though unlawful, unless the employee, at the time of obeying the directions, believed them to be unlawful.

The Division of Labor Standards Enforcement (DLSE), in its Enforcement Policies and Interpretations Manual says this about mileage reimbursement:

IRS Mileage Allowance. DLSE has opined that use of the IRS mileage allowance will satisfy the expenses incurred in use of an employee's car in the absence of evidence to the contrary.

Award Of Attorney's Fees & Interest. Both interest and attorney's fees incurred in claims and actions to enforce 2802 are recoverable and may be awarded by either the courts or the Labor Commissioner to an employee (but not the DLSE or employer) who prevails in such an enforcement claim or action. (Labor Code § 2802(c)).

Note: The provisions of Labor Code § 2800 and 2802 may not be altered or waived by private agreement. (Labor Code § 2804).

The DLSE has construed the application of Section 2802 to automobile expenses, including the costs of any loss or damage to an employee's automobile that occurs while he/she is on company business. The Division takes the position that the payment of a reasonable mileage reimbursement covers all reasonable operating costs incurred by the employee in the operation of a personal vehicle for business purposes. For this purpose, the Division will accept the mileage reimbursement used by the IRS as reasonable. Where such a reimbursement is made, operating costs covered would include damages or loss due to accident or theft. An exception will apply when the damage or loss is the direct result of the employer's negligence.

The Division has also described the position it will take if there is no agreement to pay a reasonable mileage reimbursement. In such a case, the Division would require the employer to reimburse the employee for the actual costs incurred in operating the vehicle in the service of the employer. Those costs would include losses due to accident or theft while the vehicle is being used for business purposes. Further, an employer cannot avoid the liability created under Labor Code Sections 2802 and 2804 by insisting that the employee pick up a portion of the cost or insure against a loss. Consequently, unless an agreement exists for a reasonable mileage reimbursement, the employer cannot insist that an employee pay for insurance to cover all or a portion of the cost of any potential loss or damage incurred when the employee uses a personal automobile for business purposes.

Bottom Line: Why risk paying for an accident, theft or any other damages, when you can just pay your employee the current IRS mileage rate?

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.

What can CEA do for You! CLICK HERE

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

CLICK HERE TO FOLLOW ME ON TWITTER NOW

Learn More: see my short video California Employers Association Story CLICK HERE

COBRA Premium Reductions

2010-02-05T07:46:00.000-08:00

The American Recovery and Reinvestment Act of 2009 (ARRA), as amended on December 19, 2009 by the Department of Defense Appropriations Act, 2010 (2010 DOD Act) provides for premium reductions for health benefits under the Consolidated Omnibus Budget Reconciliation Act of 1985, commonly called COBRA.

Eligible individuals pay only 35% of their COBRA premiums and the remaining 65% is reimbursed to the coverage provider through a tax credit. To qualify, individuals must experience a COBRA qualifying event that is the involuntary termination of a covered employee's employment. The involuntary termination must occur during the period that began September 1, 2008 and ends on February 28, 2010. The premium reduction applies to periods of health coverage that began on or after February 17, 2009 and lasts for up to 15 months.

For Employees	For Employers
Premium Reduction Fact Sheet Premium Reduction Extension FAQs Review of Subsidy Denials • En Español Notice When Eligible for Other Health Coverage IRS Notice 2009-27 IRS COBRA Premium Reduction Information HHS COBRA Premium Reduction Information House Committee on Ways & Means FAQs Guide to Health Benefits Under COBRA • En Español General COBRA FAQs for Employees	COBRA ARRA Updated Model Notices Premium Reduction Fact Sheet Submitting Documents for DOL Review of Subsidy Denials IRS Notice 2009-27 IRS COBRA Premium Reduction Information HHS COBRA Premium Reduction Information Guide to Health Continuation Coverage Under COBRA • En Español General COBRA FAQs for Employers

What can CEA do for You! CLICK HERE

For more information please contact:

Scott J. Dear, Director of Membership Services

Toll free 1-800-399-5331 or 916-921-1312.

Cell 916-281-5898

Email sdear@employers.org

Website: www.employers.org
Twitter: http://twitter.com/caemployers

FOLLOW ME ON TWITTER NOW

Learn More see my short video California Employers Association Story

CLICK HERE

The Price of Love

2010-02-05T07:38:00.000-08:00

The average American will spend $119.67 on Valentine's Day this year, up from $100.89 last year.

Men spend almost twice as much on Valentine's Day as women do. This year, the average man will spend $156, while the average woman will only spend $85.
More than one-third of men would prefer not receiving a gift. Less than 20 percent of women feel the same way.
Around this season, a dozen long-stemmed roses can cost an average of $75, or about 30% more than the normal price of $58.
More than nine million pet owners are expected to buy gifts for their pets this Valentine's Day.
15 percent of U.S. women send themselves flowers on Valentine's Day.
The oldest surviving valentine dates from 1415. It is a poem written by Charles, Duke of Orleans to his wife. At the time, the duke was being held in the Tower of London following his capture at the Battle of Agincourt.
Hallmark produced its first valentine in 1913
One billion valentines are sent each year worldwide, making it the second largest card-sending holiday of the year behind Christmas. Women purchase approximately 85 percent of all valentines.

Source: Wisebread.com

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.

What can CEA do for You! CLICK HERE

For more information please contact:

Scott J. Dear, Director of Membership Services

Toll free 1-800-399-5331 or 916-921-1312.

Cell 916-281-5898

Email sdear@employers.org

Website: www.employers.org
Twitter: http://twitter.com/caemployers

FOLLOW ME ON TWITTER NOW

Learn More see my short video California Employers Association Story

CLICK HERE

Retaliation Lawsuit

2010-02-03T14:25:00.000-08:00

$230,000 Judgment

California Labor Commissioner Angela Bradstreet announced that her office has prevailed in a retaliation lawsuit filed in Los Angeles Superior Court against real estate developers "1538 Cahuenga Partners, LLC" and secured a $232,435 award for a former employee of the developers.
"This judgment sends a clear message to California employers that we will employ every means possible to seek justice for employees who have suffered retaliation," said Labor Commissioner Angela Bradstreet. "We will vigorously enforce the anti-retaliation provisions of the Labor Code so that employees are protected under the Labor Code."

The employee in question, Jacqueline M. Fabe, worked for 22 days as an in-house attorney for the company and in May 2005, filed a wage claim to secure wages which the developer failed to pay upon her resignation. At the time of the wage hearing, the company's managing partner, Ron Hacker, served Fabe with a frivolous malpractice lawsuit rather than resolving the unpaid wage claim. Fabe subsequently filed a retaliation suit in September 2005. The retaliation suit required a lengthy investigation and litigation process before not only the Division of Labor Standards Enforcement, but the Director of the Department of Industrial Relations on appeal by Hacker, and the Superior Court.

The award includes Fabe's attorney fees for more than four years for defending herself against her previous employer's malpractice suit as well as the back wages and court costs. Honorable Jane L. Johnson in her decision, adopted many of the Labor Commissioner's arguments, including the recognition that managing partner Ron Hacker had employed the practice of filing meritless claims and lawsuits against another former employee who had filed a wage claim when the defendant failed to pay all wages due.

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.
Cell 916-281-5898
Email sdear@employers.org
Website: www.employers.org

Learn More see my short video California Employers Association Story

CLICK HERE

National Wage and Salary Survey

2010-01-27T16:23:00.000-08:00

Compensation [noun] – the money received by an employee from an employer as a salary or wages. The definition of compensation sounds simple enough, but once you sit down to figure out what you should really pay your employees, it’s never that easy. Add offices in multiple locations or scattered across the country and things become even more complicated. However, have no fear, this is just one of the ways where CEA can help!

This year, CEA revised our California Salary and Benefits Survey to be more comprehensive and more user friendly AND we participated in a National Wage and Salary Survey that compiled data from all over the United States. We can still offer you the 2009 California Salary and Benefits Survey as well as the newly available 2009 / 2010 National Wage and Salary Survey. The National report is authorized by the Employer Associations of America (EAA). Participating associations from across the country contributed salary data. This report has been published annually since 1983 and CEA is proud to be a contributing member. This publication will aid employers by providing accurate and useful wage and salary data for geographic regions across the United States.

CEA is offering the 2009/2010 National Wage and Salary Survey . If you have not already purchased a copy of CEA’s 2009 California Salary and Benefits Survey, you may still order one. 2010 is here and it is the perfect time to set a new year’s resolution to review your compensation structure and CEA is here to help!

Now available for purchase:

2009/2010 National Wage & Salary Survey

CEA 2009 CaliforniaSalary & Benefits Survey

CEA Members, remember to log on to get member pricing!

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.
Cell 916-281-5898
Email sdear@employers.org
Website: www.employers.org

Learn More see my short video California Employers Association Story

CLICK HERE

OSHA 300 Logs

2010-01-22T15:30:00.000-08:00

Q. What’s the difference between the OSHA Form 200 and 300 A and when do I need to post these?

A. If your company had 10 or fewer employees at all times during the last calendar year, you do not need to keep Cal/OSHA injury and illness records (unless there was a fatality on-site). All other employers are required to post the Form 300 Log beginning on February 1.

The Form 300 is used to record, or log, all injuries and illnesses, except those that have been determined to be first aid only. Typically this form is not posted due to privacy issues.

The Form 300A must be completed and posted beginning February 1 and remain posted through April 30. This form contains a summary of the total number of job related injuries and illness that occurred during the previous year. The summary must list the total number of job related injuries and illness that were logged on the Form 300. Employment information about the annual average number of employees and total hours worked during the calendar year also is required to assist in calculating incidence rates.

Companies with no recordable injuries or illness in the previous year must post the summary with zeros on the “total” line. A company executive must certify the summary. The summary is to be displayed in a common area where notices to employee are posted. Employers must make a copy of the summary available to employees who move from worksite to worksite (i.e. construction workers) and employees who telecommute or do not report to any fixed establishment on a regular basis.

All employers must report verbally within in eight hours to the nearest OSHA office all fatal accidents or hospitalize of three or more employees. For more information visit the OSHA website.

For more information please contact:

Scott J. Dear, Director of Membership Services

Toll free 1-800-399-5331 or 916-921-1312.

Cell 916-281-5898

Email sdear@employers.org

Website: www.employers.org

Learn More see my short video California Employers Association Story

http://www.youtube.com/watch?v=ydFdbgMnMVw&feature=player_embedded

Small Business Ask Where is the Recovery

2010-01-15T08:12:00.000-08:00

Many small business are wondering where the recovery is. A new survey from CareerBuilder reveals that 34 percent of small businesses (500 employees or less) do not think or are unsure if their companies will be able to access needed credit in 2010. 15 percent of small businesses said that an inability to access credit this year will prevent them from adding headcount. The survey was conducted between November 5 and November 23, 2009, among more than 1,450 small businesses. By comparison in 2009, 17% of small businesses reported they were unable to access needed credit and 26% percent of those companies were unable to add employees.

When surveyed what these small business felt would be their organization’s top challenges for 2010 they answered:

• Cost of health insurance (42 percent)

• Marketing expenses and building awareness (26 percent)
• Attracting and hiring top talent (22 percent)

• Government regulations (21 percent)

• Gaining access to credit (11 percent)

“While small businesses were hit hard during this recession, they will play a vital role as the economy bounces back,” said Brent Rasmussen, president of CareerBuilder North America. “After past recessions, small businesses re-energized the economy by driving innovation and putting people back to work. The majority of small businesses we talked to say they are confident they will not lose their businesses in 2010 and many are hopeful that they will be able to add staff to support their bottom lines and remain competitive.”

Source: CareerBuilder.com.

As businesses enter the 2010 season the go forth with optimism and excitement. They approach the field cautiously with their eyes open focused on what 2010 might throw their way. They crouch down while watching and listening for the sounds of opportunity, prepared to run and do what it takes to make the game winning play.

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.

Mark your calendars now for the 2010 Labor Law update and find out what new laws will be in effect and other things employers should know for 2010.
San Diego: January 19th at Chapman University Mission Valley 9am-10:30am
Fresno: January 26th at the Piccadilly Inn Airport from 12:00-1:30pm

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

Learn More see my short video California Employers Association Story

CLICK HERE

2010 Labor Law Update - San Diego - Jan. 19 | Employer Forums

2010-01-14T07:57:00.000-08:00

2010 Labor Law Update - San Diego - Jan. 19 California Employer Forum s:

Date: Tuesday, January 19, 2010 At 09:00 AM
Duration: 1 Hour 30 Minutes
2010 Labor Law Update

Labor enforcement agencies are gearing up for a busy 2010. More than 40 significant labor and employment bills have been introduced in Congress. With a new Secretary of Labor in office, employers need to comply with wage and hour labor laws now more than ever. The Secretary of Labor has added 250 new wage-hour field investigators and $2 billion dollars in funding to ensure this compliance.

Join us to learn more about new developments for 2010 including:

Swine Flu and the Employer’s Responsibilities
GINA
Social Security No Match Letters
DFEH Complaints
EEOC Statistics
Civil Air Patrol Leave
And More

Venue Info:
Chapman University College 7460 Mission Valley Road San Diego, CA 92108 Phone: (619) 908-6007
Parking: Free Parking
$45.00: Member price $55.00: Non-Member price

SIGN UP ONLINE

or contact me Scott Dear
Emial sdear@employers.org
Phone: 800-399-5339

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.
Cell 916-281-5898
Email sdear@employers.org
Website: http://www.employers.org/

Learn More see my short video California Employers Association Story

CLICK HERE

2010 Labor Law Update - Fresno - Jan. 26 | Employer Forums

2010-01-14T07:52:00.000-08:00

2010 Labor Law Update - Fresno - Jan. 26 California Employer Forums:

Date: Tuesday, January 26, 2010 At 12:00 PM
Duration: 1 Hour 30 Minutes Lunch Included
2010 Labor Law Update

Join us to learn more about new developments for 2010 including:

Swine Flu and the Employer’s Responsibilities
GINA
Social Security No Match Letters
DFEH Complaints
EEOC Statistics
Civil Air Patrol Leave
And More

Venue Info:Piccadilly Inn Airport 5115 E. McKinley Fresno, CA 93727 Phone: (559) 251-6000
Parking: Free parking.
$45.00: Member price $55.00: Non-Member price

SIGN UP ONLINE

or contact me Scott Dear
Emial sdear@employers.org
Phone: 800-399-5339

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.
Cell 916-281-5898
Email sdear@employers.org
Website: http://www.employers.org/

Learn More see my short video California Employers Association Story

CLICK HERE

Cost Saving Tips For The New Year

2010-01-14T07:43:00.000-08:00

Changes introduced at the beginning of a new year seem less abrupt to employees, and are therefore less disruptive to employee morale.

The start of a new year provides a natural opportunity for employers to implement changes in policies and procedures to reduce exposure to legal claims and make the business more competitive in this challenging economy.

The following ideas will help you reduce liability and expenses!

Develop an employee handbook. If you don't have an employee handbook, have one prepared and ready to distribute at the beginning of the New Year. A good employee handbook makes it clear what is expected of employees. It reduces the likelihood of inconsistent application of policies that can lead to discrimination claims, and it ensures that every employee has been informed of important policies such as the policy against harassment, employment at will and arbitration of disputes.
Consider reclassifying employees. If the overtime exempt status of some employees seems questionable, the New Year is a good time to reclassify them as non-exempt. Pay particular attention to office employees who perform mostly routine work, "leads" in manufacturing or service jobs, and retail managers who spend most of their time serving customers. Job descriptions for employees switched to non-exempt status should be revised to more accurately reflect their job duties.
Think about implementing pay-for-performance plans. Instead of granting automatic pay raises at the first of the year or on an employee's anniversary date, consider implementing a pay-for-performance plan that ties employee compensation to job performance and/or the overall performance of the company.
Revise your vacation policy. You can save money two ways by revising your vacation policy. First, you can impose a waiting period of three or six months before new employees qualify for vacation benefits. This eliminates the need to pay accrued vacation to short-term employees who do not work out. Second, if you have a "paid time off" or "PTO" policy split it into vacation and sick leave. This is because while you must pay accrued vacation to terminating employees, you need not pay unused sick leave unless you combine it with vacation time into "PTO."
Eliminate some paid holidays. Some employers have paid holidays such as Presidents' Day, Martin Luther King Day, Christmas Eve and the employee's birthday as paid holidays. Employers are not required by law to provide paid holidays, so you can cut back on some of these paid holidays to improve productivity.
Review the health plan. Take a look at your employee health plan. Are employees bearing their fair share of the costs of the plan, in terms of premiums and deductible amounts? Is the plan providing adequate coverage, given the cost - or would another plan provide better coverage for the same or lower cost? Consider providing a stipend to employees who may decline coverage under your plan because they can be covered under a spouse's plan.

Source: James J. McDonald Jr., Fisher & Phillips LLP,
Website: http://www.employers.org/

Learn More see my short video California Employers Association Story

CLICK HERE

www.laborlawyers.com.

Mark your calendars now for the 2010 Labor Law update and find out what new laws will be in effect and other things employers should know for 2010.
San Diego: January 19th at Chapman University Mission Valley 9am-10:30am
Fresno: January 26th at the Piccadilly Inn Airport from 12:00-1:30pm

For more information please contact:

Scott J. Dear, Director of Membership Services
Toll free 1-800-399-5331 or 916-921-1312.
Cell 916-281-5898
Email sdear@employers.org

Pre-employment screening: What you don't know CAN hurt you

2010-01-13T08:02:00.000-08:00

A company advertises a job opening for a worker to pack and load heavy boxes onto trucks. It would seem an easy position to fill. But what if that applicant shows up with two good, strong arms and appears to be a perfect candidate for the job, but has a history of back trouble that resulted in a number of previous Workers' Compensation claims? Not as easy to make the call this time. And virtually impossible if no pre-employment medical testing is put into place, particularly by a medical practitioner who understands the job requirements and what it takes physically to accomplish them.

With budget and personnel cut backs, many companies are cutting back on pre-employment practices. Investing $300-$400 in a pre-employment physical, blood work, and drug testing may not be palpable.
Employers are aware of the high-cost of Workers' Compensation claims, which have them doing a high-wire act to make sure they hire the right employee for the job, while protecting the safety of their other workers (and in some instances, the public). The latter is especially important because failure to do so sends a silent message to their other workers that the company doesn't care whom they hire, even if it impairs job safety. And in the workplace, a silent message can sound like a jet plane taking off.

Obviously, no employer wants to inherit an existing injury when putting someone new on the clock, only to see a slight aggravation in the line of duty become totally their responsibility. But the possibility always exists.

A perfect example is an ice cream manufacturer in Pennsylvania who saw his Workers' Compensation Experience Modification Factor skyrocket more than three times what it should be. The elevated Experience Mod was caused by several open claims, which were a direct result of improper or non-existent hiring procedures. The company did not conduct pre-employment background checks and physicals. This opened the door for at least two employees to come on payroll with existing soft tissue injuries to the back and shoulder.

Under the Federal Americans with Disabilities Acts (ADA), employers cannot inquire about past Workers' Compensation claims, nor can they refuse to employ someone who has filed past claims or whose disability or impairment has no bearing on whether or not they can perform the essential tasks they are being hired for. The job interview can only determine if the person can perform essential job functions, with or without reasonable accommodation. But that doesn't mean you can't ask about prior injuries, you just can't ask before you hire the applicant.

In the end, it's important for the employer to take all steps necessary to make sure they hire the right person for the job. And this can only be accomplished by implementing the proper pre-employment procedures. This includes using "post" job offer medical questionnaires, making sure that a qualified medical practitioner who understands the job requirements performs all medical testing, and dodging a legal minefield by remembering that applicants should be assessed only by their ability to perform the essential tasks at hand.

Source: Teresa A. Long is director of Injury Management Strategies for the Institute of WorkComp Professionals in Asheville, NC. You can reach Teresa at: teresa@workcompprofessionals.com.
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.

Mark your calendars now for the 2010 Labor Law update and find out what new laws will be in effect and other things employers should know for 2010.
Webinar: January 13th 12pm-1pm
San Diego: January 19th at Chapman University Mission Valley 9am-10:30am
Fresno: January 26th at the Piccadilly Inn Airport from 12:00-1:30pm

For more information please contact:

Scott J. Dear, Director of Membership Services
Toll free 1-800-399-5331 or 916-921-1312.
Cell 916-281-5898
Email sdear@employers.org
Website: www.employers.org

Learn More see my short video California Employers Association Story

CLICK HERE

Text: US NFIB Surv - December Optimism Index -0.3 To 88.0 | iMarketNews.com

2010-01-12T09:41:00.000-08:00

Text: US NFIB Surv - December Optimism Index -0.3 To 88.0 | iMarketNews.com

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.
Cell 916-281-5898
Email sdear@employers.org
Website: www.employers.org

Learn More see my short video California Employers Association Story

http://www.youtube.com/watch?v=ydFdbgMnMVw&feature=player_embedded

$4 Million Settlement - Employees Were Laid Off Incorrectly

2010-01-11T16:53:00.000-08:00

A California Labor Commissioner announced 12/10/09 that $4.29 million will be paid to 633 California employees following the settlement of a suit filed against title companies operating in California who failed to properly pay laid off employees in 2008. The settlement was approved by US Bankruptcy Court Judge Michael E. Romero in Colorado and applies to employees of companies operating under Denver based Mercury Companies.

Under the terms of the settlement, the employees will recover over 92% of the allowed priority wages, expenses, commissions, and other amounts owed to them, but not paid, when they were abruptly laid off. Under California labor law, all wages are due and payable upon termination.

“In this case a company closed without providing the proper notification and without paying final wages as required by law and was found to owe over $4 million in back wages, which is why our efforts are so important,” said Labor Commissioner Angela Bradstreet. We pursued this case vigorously on behalf of these employees and are very pleased that our settlement will allow them to receive payments of their wages during the holidays.”

Former employees of Denver-based Mercury Companies working at Financial Title Co, Lenders Choice Title Company and Lenders First Choice Agency, Inc., will receive in excess of $3.6 million (before taxes) by year end.

At a later date, additional sums in excess of $125,000 will be paid to these employees as restitution of 401(k) contributions that were deducted from their pay, but not transferred to the employees’ accounts.

Labor Commissioner Bradstreet filed suit in Alameda County Superior Court against Mercury in February 2008 after Alliance Title, another Mercury affiliate, closed without notice and failed to pay employees vested vacation benefits, commissions, expenses, and notary fees.

A major issue in the claims brought by the former employees of the Lenders companies was the failure of Lenders and Mercury to provide 60 days notice of the business closures to the employees at large Lenders facilities in Rocklin, near Sacramento, and Simi, near Los Angeles. In most instances, the California Worker Adjustment and Retraining Notification (WARN) Act requires such notice at facilities which have employed 75 or more workers in the prior year.

As part of the settlement, priority claims of over $742,500 for WARN damages were allowed providing additional payment to workers at the covered establishments who suffered wage loss in the two-month period following the closures.

Mark your calendars now for the 2010 Labor Law update and find out what new laws will be in effect and other things employers should know for 2010.
Webinar: January 13th 12pm-1pm
Sacramento: January 12th Sacramento Metro Chamber of Commerce 12pm-1:30pm and 2pm to 3:30pm
San Diego: January 19th at Chapman University Mission Valley 9am-10:30am
Fresno: January 26th at the Piccadilly Inn Airport from 12:00-1:30pm

For more information please contact:

Scott J. Dear, Director of Membership Services

Toll free 1-800-399-5331 or 916-921-1312.

Cell 916-281-5898

Email sdear@employers.org

Website: http://www.employers.org/

Learn More see my short video California Employers Association Story

CLICK HERE

California Details WARN act.

2010-01-11T07:45:00.000-08:00

California Department of Labor has given details on the Cal-WARN act.

Relocations, Terminations and Mass Layoffs in California are regulated by Labor Code sections 1400-1408 Generally, “an employer may not order a mass layoff, relocation, or termination at a covered establishment unless, 60 days before the order takes effect, the employer gives written notice of the order” to employees and the Employment Development Department and shall include the notice elements required by the Federal Worker Adjustment and Retraining Notification Act (29 U.S.C. section. 2101 et seq.) (Labor Code section 1401(a)-(c)).

“An employer who fails to give notice as required by paragraph (1) of subdivision (a) of Section 1401 before ordering a mass layoff, relocation, or termination is liable to each employee entitled to notice who lost his or her employment” for back pay and the value of the cost of any benefits the employee may have been entitled to up to a maximum of 60 days or one-half the number of days that the employee was employed by the employer, whichever is smaller. An employer’s liability may be reduced by specific payments made. (Labor Code section 1402(a)-(c))

An employer may request that the Director grant an exemption to comply with the notice requirement if it meets certain conditions outlined in Labor Code section 1402.5. The Director has issued determinations on requests for exemption in the following instances:

Determination re Request for Exemption under Cal-WARN Act (Labor Code section 1402.5) – Anderson Truss

Law requires employers to provide 60 days' notice of a shutdown, relocation, or mass layoff

Notice may not be required:

As of the time that notice would have been required, the employer was actively seeking capital or business
The capital or business sought, if obtained, would have enabled the employer to avoid or postpone the relocation or termination.
The employer reasonably and in good faith believed that giving the notice required by subdivision (a) of Section 1401 would have precluded the employer from obtaining the needed capital or business. . . . .
(d) This section does not apply to notice of a mass layoff as defined by subdivision (d) of Section 1400.

Please be aware, this only applies to SHUT DOWN notices not lay off notices as defined in (d) above .

Source;

California Dept. of Idustrial Relations and Shw Valenza LLP

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.
Cell 916-281-5898
Email sdear@employers.org
Website: www.employers.org

Learn More see my short video California Employers Association Story

CLICK HERE TO VIEW

Earned Income Tax Credit Law is Ongoing

2010-01-08T16:40:00.001-08:00

On 1/1/08 AB650, the Earned Income Tax Credit (EITC) Information Act, went into effect and will continue to be something employers must do for their employees annually. AB650 requires any employer that must provide unemployment insurance to employees to notify all employees that they may be eligible for the EITC.

The employer must give notification to the employee within one week before or after Form W-2 (Wage and Tax Statement) or Form 1099 (Miscellaneous Income) is given. This act also requires every employer to process the Form W-5 for advance payments of the EITC, if requested by the employee.

The employer must provide the notification by handing it directly to the employee or mailing it to the employee's last known address with either:
(1) instructions on how to obtain any notices available from the Internal Revenue Service for this purpose, including IRS Notice 797, Possible Tax Refund Due to the Earned Income Credit (EIC), and Form W-5, Earned Income Credit Advance Payment Certificate; or
(2) a notice created by the employer, as long as it contains substantially the same language as a sample notice provided in the new law (A.B. 650, L, 2007)

Sample Notice:

EMPLOYEE NOTIFICATION OF EARNED INCOME TAX CREDIT
"BASED ON YOUR ANNUAL EARNINGS, YOU MAY BE ELIGIBLE TO RECEIVE THE EARNED INCOME TAX CREDIT FROM THE FEDERAL GOVERNMENT. THE EARNED INCOME TAX CREDIT IS A REFUNDABLE FEDERAL INCOME TAX CREDIT FOR LOW-INCOME WORKING INDIVIDUALS AND FAMILIES. THE EARNED INCOME TAX CREDIT HAS NO EFFECT ON CERTAIN WELFARE BENEFITS. IN MOST CASES, EARNED INCOME TAX CREDIT PAYMENTS WILL NOT BE USED TO DETERMINE ELIGIBILITY FOR MEDICAID, SUPPLEMENTAL SECURITY INCOME, FOOD STAMPS, LOW-INCOME HOUSING OR MOST TEMPORARY ASSISTANCE FOR NEEDY FAMILIES PAYMENTS. EVEN IF YOU DO NOT OWE FEDERAL TAXES, YOU MUST FILE A TAX RETURN TO RECEIVE THE EARNED INCOME TAX CREDIT. BE SURE TO FILL OUT THE EARNED INCOME TAX CREDIT FORM IN THE FEDERAL INCOME TAX RETURN BOOKLET. FOR INFORMATION REGARDING YOUR ELIGIBILITY TO RECEIVE THE EARNED INCOME TAX CREDIT, INCLUDING INFORMATION ON HOW TO OBTAIN THE IRS NOTICE 797 OR FORM W-5, OR ANY OTHER NECESSARY FORMS AND INSTRUCTIONS, CONTACT THE INTERNAL REVENUE SERVICE BY CALLING 1-800-829-3676 OR THROUGH ITS WEB SITE AT http://www.irs.gov/."

Mark you calendars now for the 2010 Labor Law update and find out what new laws will be in effect and other things employers should know for 2010.
Sacramento: January 12th Sacramento Metro Chamber of Commerce 12pm-1:30pm and 2pm to 3:30pm
San Diego: January 19th at Chapman University Mission Valley 9am-10:30am
Fresno: January 26th at the Piccadilly Inn Airport from 12:00-1:30pm

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
Cell 916-281-5898
Email sdear@employers.org
Website: www.employers.org
Learn More see my short video California Employers Association Story
CLICK HERE

CEA Sample Employee Handbook Update for 2010

2010-01-07T09:41:00.001-08:00

Time to start thinking about those New Year's resolutions!

At work, one of them may be the need to update your employee handbook. Every year it seems there are changes and at CEA, we are continually updating our policies for you, to ensure they are in compliance with California (and the Federal) ever changing Labor Laws.

CEA has designed a summary of the updates for the 2010 CEA Sample Employee Handbook.

This year's 2010 Handbook Updates include:
•    Policy Against Harassment
•    Equal Employment Opportunity and GINA regulations
•    Civil Air Patrol Leave of Absence
•    Social Networking/Company Computers
•    Personal Vehicle Use/Traffic Violations/Insurability
•    Timecard Use and Approval Policy
•    Work Hour Definitions

For a free download of the 2010 updates to the Sample Employee Handbook, click here

To purchase the updated 2010 Sample Employee Handbook, click here.
(CEA members, be sure to log in to get "Member pricing")

To purchase a 2010 Federal/State, All-In-One Labor Law Poster, click here
(CEA members, be sure to log in to get "Member pricing")

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/
Learn more see my short video California Employers Association Story CLICK HERE

Cobra Subsidy

2010-01-07T08:00:00.001-08:00

On December 21, 2009 the President signed the Department of Defense Appropriations Act for Fiscal Year 2010 ("Defense Act") extending the COBRA subsidy.

The legislation extends both the period of eligibility and the length of the subsidy. The amount of the subsidy remains at 65%. It also provides for a retroactive application of the subsidy extension and includes additional notice requirements that employers must grapple with early in the New Year.

	ARRA COBRA Subsidy	Defense Act COBRA Subsidy Extension
Maximum Length of Subsidy	9 Months	15 Months
Period During Which Involuntary Termination of Employment Must Occur	Sept. 1, 2008 to Dec. 31, 2009	Sept. 1, 2008 to Feb. 28, 2010
Subsidy Percentage	65%	65%

Eligibility Period Extended

The current COBRA subsidy program under the American Recovery and Reinvestment Act (ARRA) provides a nine-month subsidy for COBRA continuation coverage to individuals who are involuntarily terminated from employment AND lose coverage as a result of that termination on or after September 1, 2008 through December 31, 2009. Under the Defense Act, a 15-month subsidy for COBRA continuation coverage will be available to individuals who are involuntarily terminated from employment on or after September 1, 2008 through February 28, 2010 and are eligible for COBRA coverage related to the involuntary termination.

Thus, under the Defense Act, only the termination from employment, not the loss of coverage, must occur on or before February 28, 2010. For example, an individual who is involuntarily terminated on February 2, 2010 and has employer-provided coverage through the end of February will be eligible for the subsidy even though the loss of coverage does not occur until March 2010—after the expiration of the eligibility period. This nuanced change is meant to take care of a concern that we had addressed in the last One Minute Memo that employees who would have lost coverage on January 1, 2010 due to a December involuntary termination would not have been eligible for the ARRA COBRA subsidy.

Subsidy Extension is Retroactive

The Defense Act provides for the retroactive application of the subsidy extension. Any individual who previously had the federal COBRA subsidy but exhausted it after nine months will have an opportunity to have COBRA coverage at the subsidized rate for an additional six months. (The law does not extend the maximum period of COBRA continuation coverage that is otherwise required by COBRA.) If an individual continued on COBRA by paying the full COBRA premium after exhausting the nine-month subsidy, the excess premium amount paid must be refunded or credited to the individual. If the individual terminated his or her COBRA coverage after the nine-month subsidy period was exhausted, the individual will have the chance to restart COBRA at the subsidized rate retroactive to when he or she stopped paying for COBRA. To continue their coverage they must pay 35% of premium costs by February 19, 2010 or, if later, 30 days after notice of the extension is provided by their plan administrator.

New Notice Requirements

Under the notice provisions included in the Defense Act, any individual who was eligible for the ARRA COBRA subsidy on or after October 31, 2009, or who is voluntarily or involuntarily terminated on or after that date, must be provided a notice with information regarding the subsidy extension. This notice must be provided no later than February 19, 2010. (Notices to those who become eligible for the COBRA subsidy after December 21, 2009 must be given in accordance with the timing under general notification rules of COBRA.)

In addition, any individual who was eligible for the ARRA COBRA subsidy, but either was dropped from coverage for failure to pay a COBRA premium or who paid the full COBRA premium after they exhausted their ARRA COBRA subsidy, must be provided with information regarding the Defense Act extension and the right to make retroactive premium payments at the federally subsidized rate. This notice must also be provided by February 19, 2010.

In order to avoid issuing a refund or applying a credit, employers may want to promptly notify those individuals whose subsidy expired but who still have the chance to pay their COBRA premiums for November and/or December of the extension so that they may continue COBRA on the reduced premium basis. The government is expected to develop model notices for use by employers as it did for the ARRA COBRA subsidy earlier in 2009.

Finally, COBRA may be extended yet again in 2010. An extension to June 30, 2010 has been proposed in the Jobs for Main Street Act, 2010, which is currently being debated in Congress.

2010-01-07T07:44:00.000-08:00

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. Cell 916-281-5898 Email sdear@employers.org Website: www.employers.org Learn More see my short video California Employers Association Story http://www.youtube.com/watch?v=ydFdbgMnMVw&feature=player_embedded

2010 LABOR LAW UPDATE San Diego January 19, 2010

2010-01-06T07:23:00.001-08:00

California Employers Assoication San Diego Employer Forum

Labor enforcement agencies are gearing up for a busy 2010. More than 40 significant labor and employment bills have been introduced in Congress. With a new Secretary of Labor in office, employers need to comply with wage and hour labor laws now more than ever. The Secretary of Labor has added 250 new wage-hour field investigators and $2 billion dollars in funding to ensure this compliance.

Join us to learn more about new developments for 2010 including:

Swine Flu and the Employer’s Responsibilities
GINA
Social Security No Match Letters
DFEH Complaints
EEOC Statistics
Civil Air Patrol Leave
And More

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: Stacy Rochelle, CEA Regional Director

Date: Tuesday,January19,2010 time:9:00am-10:30am( continental breakfast included)

Location: Chapman University 7460 Mission Valley Rd.,San Diego( 619)908-6007

Cost: $45 for CEA Members & Affiliates $55 for Non-members

To register call (800) 399-5331 or email: San Diego Employer Forum

Seating is Limited! non-refundable after January14th.

Age Discrimination Claims are on the Rise

2009-12-16T17:46:00.001-08:00

With age discrimination claims up 29 percent this year, employers are taking a long look at their policies and training programs. Preventing age discrimination in the workplace requires not only that strong policies and training programs are in place, but also that employees know and understand the rules, particularly in these troubled economic times.

"We're seeing an increase in age discrimination claims because of the volume of reductions in force that are occurring throughout the country," said Janine Yancey, HR lawyer and CEO of emTRAiN. "Any different group can make a claim that they are adversely affected by reductions in the workforce, but there do seem to be more age discrimination claims than others, in large part due to age being associated with disproportionally high salaries."

HR is faced with the difficult challenge of balancing three to four culturally different generations in today's workplace. "HR needs to issue policies in a way that whatever they are saying within the organization will not have a disproportionate effect on older workers," said Yancey. "Although diversity programs may already exist in an organization, they should be updated to include generational diversity."

Everyone needs training. Once programs are updated and you are ready to implement them, you will need to set up training sessions, to be attended by all management and all "rank and file" employees. "It is important to have Diversity training across the board," said Yancey.

"In addition, HR should try pairing up older workers with younger workers so that they can learn from each other," Yancey concluded. "HR Professionals should be aware that there are many stressors in the workforce through different generations with different work styles/work habits. The economic conditions put stress on us all. I suggest that HR professionals think of innovative strategic ways to create a team environment to learn from each other."

Source: HR Answers Now and Janine Yancey, HR lawyer and CEO of emTRAiN.
As a CEA member you have free access to a variety of on line tools with HR Answers Now –

If you are interested in diversity training at your site or on line – give your regional director a call today!

Scott J. Dear

Director of Membership Services

California Employers Association
1451 River Park Dr., Suite 121
Sacramento, CA 95815

Cell 916-281-5898
(800) 399-5331
www.employers.org

Encourage Your Employees to Get a Good Night’s Sleep!

2009-12-16T17:21:00.001-08:00

Encourage Your Employees to Get a Good Night's Sleep!

Read Time: Less than 3 minutes

Not surprising, sleep deprivation adversely affects automatic, accurate responses and can lead to potentially devastating errors. This finding is of particular concern among firefighters, police officers, soldiers and others who work in a sleep-deprived state, University of Texas at Austin researchers say. But all employers, especially those who work in high hazard industries or employers with non-traditional (swing and graveyard) work shifts may find this interesting.

Psychology professors Todd Maddox and David Schnyer found that moderate sleep deprivation causes some people to shift from a faster and more accurate process of information categorization, called information-integration to a more controlled, explicit process (rule-based), resulting in negative effects on performance.

The researchers examined sleep deprivation effects on information-integration that relies heavily on implicit split-second, gut-feeling decisions. "It's important to understand this domain of procedural learning because information-integration - the fast and accurate strategy - is critical in situations when solders need to make split-second decisions about whether a potential target is an enemy soldier, a civilian or one of their own," Maddox said.

The study examined information-integration tasks performed by 49 cadets at the United States Military Academy at West Point over the course of two days. The participants performed the task twice, separated by a 24-hour period, with or without sleep between sessions. Twenty-one cadets were placed in a sleep deprivation group and 28 well-rested participants were designated as controls. It revealed that moderate sleep deprivation can lead to an overall immediate short-term loss of information-integration thought processes.

Performance improved in the control group by 4.3 percent from the end of day one to the beginning of day two (accuracy increased from 74 percent to 78.3 percent); performance in the sleep-deprived group declined by 2.4 percent (accuracy decreased from 73.1 percent to 70.7 percent) from the end of day one to the beginning of day two. This decline was much larger for those participants who shifted from an information-integration to a rule-based approach.

According to the findings, people who rely more on rule-based (over-thinking) strategies are more vulnerable to the ill effects of sleep deprivation. This is the first study that has explored this domain of procedural learning, Schnyer said.

Maddox and Schnyer were surprised to find the adverse effects of sleep deprivation on information processing varied among individuals. Schnyer believes this finding has implications for training purposes for high-pressure, life-and-death jobs, particularly the Army.

The study, published in the November issue of Sleep, was funded by the U.S. Army and through the Center for Strategic and Innovative Technologies at The University of Texas at Austin.

Source: CEA's HR Answers Now – http://www.employers.org/hr-answers/index-hr-answers

Attorney Provides Cost Saving Tips for the New Year

2009-12-16T17:17:00.001-08:00

Attorney Provides Cost Saving Tips for the New Year

The start of a new year provides a natural opportunity for employers to implement changes in policies and procedures to reduce exposure to legal claims and make the business more competitive in this challenging economy. Changes introduced at the beginning of a new year seem less abrupt to employees, and are therefore less disruptive to employee morale.

The following ideas will help you reduce liability and expenses!

1. Develop an employee handbook. If you don't have an employee handbook, have one prepared and ready to distribute at the beginning of the New Year. A good employee handbook makes it clear what is expected of employees. It reduces the likelihood of inconsistent application of policies that can lead to discrimination claims, and it ensures that every employee has been informed of important policies such as the policy against harassment, employment at will and arbitration of disputes.

2. Consider reclassifying employees. If the overtime exempt status of some employees seems questionable, the New Year is a good time to reclassify them as non-exempt. Pay particular attention to office employees who perform mostly routine work, "leads" in manufacturing or service jobs, and retail managers who spend most of their time serving customers. Job descriptions for employees switched to non-exempt status should be revised to more accurately reflect their job duties.

3. Think about implementing pay-for-performance plan. Instead of granting automatic pay raises at the first of the year or on an employee's anniversary date, consider implementing a pay-for-performance plan that ties employee compensation to job performance and/or the overall performance of the company.

4. Revise your vacation policy. You can save money two ways by revising your vacation policy. First, you can impose a waiting period of three or six months before new employees qualify for vacation benefits. This eliminates the need to pay accrued vacation to short-term employees who do not work out. Second, if you have a "paid time off" or "PTO" policy split it into vacation and sick leave. This is because while you must pay accrued vacation to terminating employees, you need not pay unused sick leave unless you combine it with vacation time into "PTO."

5. Eliminate some paid holidays. You can eliminate some paid holidays. Some employers have paid holidays such as Presidents' Day, Martin Luther King Day, Christmas Eve and the employee's birthday as paid holidays. Employers are not required by law to provide paid holidays, so you can cut back on some of these paid holidays to improve productivity.

6. Review the health plan. Take a look at your employee health plan. Are employees bearing their fair share of the costs of the plan, in terms of premiums and deductible amounts? Is the plan providing adequate coverage, given the cost - or would another plan provide better coverage for the same or lower cost? Consider providing a stipend to employees who may decline coverage under your plan because they can be covered under a spouse's plan.

Source: James J. McDonald Jr., Fisher & Phillips LLP in Irvine, CA, www.laborlawyers.com.

CEA Sample Employee Handbook Update for 2010

2009-12-16T17:15:00.001-08:00

CEA Sample Employee Handbook Update for 2010

CEA has designed a summary of the updates for the 2010 CEA Sample Employee Handbook.

This year's 2010 Handbook Updates include:

Policy Against Harassment
Equal Employment Opportunity and GINA regulations
Civil Air Patrol Leave of Absence
Social Networking/Company Computers
Personal Vehicle Use/Traffic Violations/Insurability
Timecard Use and Approval Policy
Work Hour Definitions

For a free download of the 2010 updates to the Sample
Employee Handbook, click here

To purchase the updated 2010 Sample Employee Handbook, click here.

To purchase a 2010 Federal/State, All-In-One Labor Law Poster, click here