Effective July 1, 2024, a new California law requires most employers to have a written Workplace Violence Prevention Plan (WVPP). This law applies to all employers with workplaces that are accessible to the public (with few exceptions). Key components to a Workplace Violence Prevention Plan include: Assessment of workplace violence risks at the workplace; Directives on how to report incidents, threats or concerns and how they will be investigated; Initial training and annual trainings thereafter; Maintenance of violent incident log (5 year retention); and No retaliation for reporting violence. Cal/OSHA published both an employer and employee fact sheet which provides guidance on new responsibilities under the law. Employers that haven’t already done so should take steps now to create a WVPP tailored to their workplace, including adapting it to different facilities and work sites. Once employers have a WVPP established, they should take steps to train employees as soon as possible

Happy New Year! It is time to dust off the employee handbook, review your policies and procedures, and make sure they comply with all the new laws, regulations, and interpretations that have either already gone into effect or will in early 2024. Below, we have identified our “top 10(ish)” changes.  Please keep in mind there were hundreds of laws, regulations, and changes implemented at the local, state, and federal levels throughout 2023.  So, if you need a handbook/policy review or have any questions, please call.  1. California and Local Minimum Wage Raised – In addition to the gradual increase to minimum wage by the state, several Sonoma County cities have increased minimum wage beyond that required by the state.  Below is a table that describes the state and local city requirements:                     Locality Effective Date All Employers California 1/1/2024 $16.00 Santa Rosa 1/1/

EMPLOYMENT LAW CONSIDERATIONS POSED BY A REMOTE WORKFORCE  Presented by the Labor and Employment Group at  Carle, Mackie, Power & Ross LLP REGISTER HERE Join four experienced employment lawyers from CMPR’s Employment Law Group for a comprehensive discussion about working with a remote or hybrid workforce.   SPEAKERS: Arif Virji, Esq. Samantha Pungprakearti, Esq. Justin Hein, Esq. Kristin Mattiske-Nicholls, Esq. Topics Include: ·  Health & Safety/OSHA/Workers’ Compensation ·  Accommodation Requests ·  Compliance with Wage & Hour Obligations ·  Expense Reimbursement ·  Onboarding and Employment Contracts ·  Employee Monitoring ·  Confidential Information/Data Protection ·  Compliance with State Laws ·  Sexual Harassment Protections ·  Diversity and Inclusion ·  Worker Adjustment and Retraining

The 30th Anniversary of the FMLA Brings Some Important Clarifications Wondering if the Family and Medical Leave Act (“FMLA”) applies to your remote workers? Not sure exactly what you should do when handling an FMLA request? Your questions are now answered with new information available on FMLA requirements. As a California employer, you may be focused on complying with the California Family Rights Act (“CFRA”), California’s version of the FMLA.  This is true because CFRA applies to smaller employers and is more generous (generally speaking) than the FMLA.  However, as described below, FMLA may be applicable to your non-California employees, and luckily now the Department of Labor (DOL) has issued enhanced guidance for employers.  The FMLA applies to employers with 50 or more employees.  This includes all employees world-wide.  If the FMLA applies to your company, then your employees may take up to 12 weeks of job-protected time off

With the start of the new year, it is time to dust off the employee handbook, review your policies and procedures, and make sure they comply with all the new laws, regulations, and interpretations that have either already gone into effect or will in early 2023. Below, we have identified our “top 10” changes. Please keep in mind there were hundreds of laws, regulations, and changes implemented at the local, state, and federal levels throughout 2022.  So, if you need a handbook/COVID-19 policy review or have any questions, please call. 1. California and Local Minimum Wage Raised – In addition to the gradual increase to minimum wage that has been in effect under California law, several Sonoma County cities have increased minimum wage beyond that required by the state. Below is a table that describes the state and local city requirements: Locality Effective Date Employers With 26 Or More Employees Employers With Less Than 26 Employees California 1/1/2023 $15.5

Arbitration Agreements May Be Your Friend Overview: On June 15, 2022, the U.S. Supreme Court issued an 8-1 decision on the Viking River Cruises, Inc. v. Moriana case.  As anticipated, the U.S. Supreme Court ruled in favor of forcing employees to bring claims against their employers on an individual basis and in arbitration. The decision represents a rare win for employers and provides clear support for employers to adopt an Arbitration Agreement for their employees. What Should Your Company Do? If you have 100 or more employees or are otherwise concerned about group-wide claims under the Private Attorney General Act (“PAGA”) or via class action, we suggest you contact our office to discuss the benefits and drawbacks of adopting an employee Arbitration Agreement.  Having a carefully crafted Arbitration Agreement can save your company thousands or even hundreds of thousands of dollars.  However, there are always considerations to be made when adopting such a po

Cameo Cinema Celebrates Regenerative Agriculture

To Which We Belong screens on September 4 with director Q&A St. Helena, Napa Valley, August 19 2022 — The Cameo Cinema offers a special screening of To Which We Belong, a […]

Santa Rosa Employers Now Have Increased Sick Pay Responsibility Effective immediately, the Santa Rosa City Council voted to increase sick pay and include more employers under the recently passed Families First Coronavirus Response Act (“FFCRA”). The FFCRA is a federal law that provides employees with two key benefits: (1) up to 80 hours of Emergency Sick Leave for employees experiencing COVID-19 related illness, taking care of family members with the illness, or who lack childcare due to school and daycare closures; and (2) up to 10 weeks of Expanded FMLA leave for childcare due to school and daycare closures. The FFCRA requires employers to pay the full wages of employees who need time off for their own or a family member’s illness up to a maximum of $511/day; and 2/3 of wages up to $200/day for absences due to lack of childcare. Employers who pay these benefits are then entitled to a dollar-for-dollar tax credit reduction on their payroll taxes. The FFCRA specifical

California and the Federal Government Have Revamped COVID-19 Leave Options As employees are getting vaccinated and more folks are headed back to the office, it is important to make sure you are complying with the most recent set of COVID related leave laws. On March 11, 2021, the federal government passed the American Rescue Plan Act which renews and expands the FFCRA (Families First Coronavirus Response Act) on a voluntary basis. The FFCRA allows employers (fewer than 500 employees) to provide paid time off to employees for COVID-19 related reasons. The tax credits associated with the FFCRA have been extended as well. In addition, on March 19, 2021, California passed a New Supplemental Paid Sick Leave for COVID-19. This act requires employers (employers of 26 or more employees) to provide employees with leave similar to the paid sick leave portion of the FFCRA, including for taking time off to get vaccinated. Furthermore, on February 2, 2021, the City Council for the city of Santa Ros

By Dawn Ross, Partner As Shelter in Place restrictions continue to ease throughout California and employees return to the office, it is important for employers to be aware of the ever changing requirements and expectations to keep your staff and the public safe. Below is a checklist for employers about how to safely reopen, while accommodating employees who need to continue to work at home under the Families First Coronavirus Response Act (“FFCRA”) and/or the Family and Medical Leave Act (“FMLA”).  Employers should also be aware of several other considerations that apply, including reasonable accommodation and leave obligations under the Fair Employment and Housing Act (“FEHA”), the Americans with Disabilities Act (“ADA”), and the California Family Rights Act (“CFRA”). A. Create a Written Return to Work Plan Most employers will return to the office in stages, with some employees continuing to work at home for an