The Families First Coronavirus Response Act was passed by the Senate and signed by President Trump on March 19, 2020. The Act provides for two paid leaves that employers across the United States must provide to employees in response to the coronavirus epidemic. The Act is effective in 15 days and applies to employers with
Updated March 22, 2019
In response to the coronavirus, many cities throughout California are issuing emergency orders and placing temporary restrictions on certain business, such as restaurants, bars, movie theaters, bowling alleys, arcades, and gyms. Los Angeles City has issued an order to temporary close these type of establishments until March 31, 2020. If
On March 15, 2020, Governor Newsom called upon all bars, wineries, nightclubs, brewery tap rooms and other alcohol related venues to close. While the order is not legally enforceable, employers in the state need to decide if they are going to close, and plan for potential closures in the near future. California employers need
OSHA published “Guidance on Preparing Workplaces for COVID-19” to help companies respond to coronavirus in the workplace. The resources can be downloaded here: https://www.osha.gov/Publications/OSHA3990.pdf
It is a great resource to help employers with planning for steps to take over the next few weeks.
OSHA recommends employers take infection prevention measures, which include:
Develop, Implement, and
Attorneys from our firm gathered for this Q&A on Friday, March 13, 2020 to discuss common questions facing California employers with the coronavirus epidemic. We discuss the following topics:
As a preview to my Firm’s seminar next Thursday on how to conduct workplace investigations (information and registration is at this link), this Friday’s Five lists five action items employers should utilize when conducting harassment investigations:
1. Selecting the investigator
Employers should take time to train an in-house person who can conduct harassment investigations.
You are busy. You’re a small-business owner with a to-do list a mile long. Or maybe you’re a manager or HR professional being pulled in fifteen different directions.
Also, employment law is complex and demanding (especially in California). Even simple things like updating your handbook to address 2020 changes feels like a
With the novel coronavirus in the news, I’ve been receiving a few questions from employers about what considerations they should be making now, just in case the virus spreads within California. I do not want to sound alarmist, and hesitated in writing this article, but the situation is a reminder for employers to have disaster
These five reminders are a must for documenting employee performance:
1. Get employee feedback during counseling.
Employees are more likely to ultimately accept critical performance reviews if their feedback is heard. This does not mean that the employer must agree with the employee’s feedback, but just that the employer is considering their feedback in the
At the start of 2020, it is a good time to conduct a California employment law practices audit to ensure that policies are compliant, managers are properly trained, and the company is maintaining the required records for the necessary length of time. Here are five areas to start with in conducting an audit and a