On July 24, 2020, the California Department of Fair Employment and Housing released an updated guidance for employers about COVID-19 addressing:
On July 31, 2020, the California Department of Public Health updated its COVID-19 Employer Playbook For a Safe Reopening to require employers to contact the local health department in any jurisdiction where an employee lives when there is a COVID-19 workplace outbreak. An outbreak is three or more laboratory-confirmed cases of COVID-19 within a two-week period among employees who live in different households.
On Sept. 10, 2014, Gov. Jerry Brown signed the Healthy Workplaces, Healthy Families Act of 2014 (Assembly Bill 1522), making California the second state, after Connecticut, to implement paid sick leave state-wide. This law takes effect July 1, 2015, and implements a number of new Labor Code provisions (sections 245 et seq.).
The Occupational Safety and Health Administration (OSHA) announced a final rule Sept. 11, 2014, revising the requirements for reporting work-related fatality, injury and illness information. The rule also updates the list of employers partially exempt from OSHA record-keeping requirements.
San Francisco’s Board of Supervisors, has “banned the box,” the widely used criminal history check box on employment applications. The ordinance makes San Francisco the ninth jurisdiction to enact ban-the-box legislation applicable to private employers. In addition to banning the box, the new San Francisco legislation imposes a host of additional new restrictions on the use of criminal history for employment purposes. These restrictions supplement those already imposed by the federal Fair Credit Reporting Act (FCRA) and arguably make San Francisco the toughest jurisdiction in the U.S. for employers to use criminal history.
SOUND THE ALARM!
If you’re a business owner that does business in America, you might be paying higher Federal Unemployment Tax Act (FUTA) taxes at year-end and might not even know it. Did you know