Know the Law: Organ and Bone Marrow Donor’s Leave
If you have 15 or more employees, this law applies to you! California law mandates that employers must grant paid leave of absence to an employee who is an organ donor in any one-year period. The time off cannot exceed 30 business days for an organ donor and 5 business days for a bone marrow donor.
Keep employees safe from the Summer heat
California’s heat illness standards require employers to take precise steps to protect outdoor workers from heat illness. As summertime rolls in and temperatures increase, California’s outdoor employees place themselves at a greater risk for heat illnesses.
Employee rights: Unpaid family leave (FMLA/CFRA)
Any employer with at least 50 employees must comply with FMLA. The Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA) provide employees with unpaid leave for certain family and/or medical reasons. In order to comply with FMLA, the Private Company must have employed 50 or more employees during any 20 weeks of the year. Public agencies or public/private elementary or secondary schools also qualify, but don’t require a certain number of employees.
Alcohol & Drug Free Workplace
There is no law that requires employers to have an alcohol or a drug policy; but it is most certainly an HR Best Practice. Having an alcohol and drug free policy is not required in the workplace, however putting such policies into effect can most definitely create a more productive and safe working environment. Drug and alcohol abuse can create a hostile atmosphere and disrupt an employee’s ability to work effectively.
Could you benefit from the PAID Program?
Earlier this year, the US Department of Labor announced the launch of the Payroll Audit Independent Determination (PAID) pilot program. This program seeks to increase FLSA compliance, and to accelerate payment of overdue wages to employees.
Terminations and Separation & Release Document
A termination should never be a surprise. Although your employees are your most valuable assets, at times you may need to sever the employment relationship. By coaching and counseling your employees through progressive discipline; if the unacceptable behavior continues, a termination is the appropriate action to take. The separation should always be done professionally and with respect.
Training & Development: Harassment in the Workplace
Harassment is a delicate, but necessary issue that should be addressed in every work environment. With proper training, managers and employees can detect when sexual harassment is taking place in the work environment and have the proper knowledge as to how to address or report such behavior. Aside from preventing lawsuits against the company, proper training can bring awareness and sensitivity to your staff.
Safety Tip: Prevent Heat Exhaustion as Summer Approaches
Managers’ responsibility to keep employees safe from heat exhaustion. With summer already off to a start, we can expect to see high temperatures very soon. As a manager, implement specific strategies to ensure your employees are not being exposed to heat stress while at work. Reduce workers compensation and improve your company’s compliance by introducing basic guidelines for your employees to abide by when working under harsh weather conditions.
Maintaining a non-union environment: Employee relations
Proactive and effective employee relations are critically important to maintaining a non-union work environment. Satisfied employees who feel as though their voices have been heard are less likely to seek out a third party. The best way to avoid unionization is to use positive employee relations techniques.
Safety Tip: Horseplay at Work
Horseplay means things like running in the hallways, playing basketball in the office, etc. Horseplay at workplace can be anything from a harmless prank to harassment or other unethical and unsafe acts. Often times, employees who want to alleviate boredom or stress behave in such ways and engage in rough play in attempts to keep the environment light and friendly.