HR News

07.19.24

Microsoft Worldwide Outage and Reporting Time Pay

HR NEWS

Reporting time pay is required in California in order to discourage employers from requiring employees to report to work and then furnishing them with fewer hours than promised. An employee sent home early must be paid half of their scheduled shift, up to four hours (but no less than two hours).
Companies opening their doors this morning to find computer issues may be wondering whether it’s prudent to send their employees home for the day. There are only three exceptions to reporting time pay obligations:
  1. When operations cannot begin or continue due to threats to employees or property or when civil authorities recommend that work not begin or continue
  2. When public utilities fail to supply electricity, water, or gas, or there is a failure in the public utilities or sewer system
  3. When the interruption of work is caused by an Act of God or other cause not within the employer’s control, for example, an earthquake
Unfortunately, computer hacks and glitches are not among the listed exceptions. If you have employees who cannot work as they normally can, consider whether there are other productive activities they can engage in—at least (for full-time employees) for up to four hours.
Call us at Sierra HR Partners if you have any questions about reporting time pay.

06.27.24

UPDATE: Healthcare Minimum Wage Increase Further Delayed

HR Headliner

As you know, we have been closely watching developments regarding the increase in minimum wage for California healthcare workers. Originally set to become effective on June 1, 2024, at the end of May, we reported that the requirement was delayed to July 1.
It was recently announced that the implementation of SB 525 will be delayed even further to address a significant state budget shortfall. The new deadline will be voted on by the California Legislature and could take effect on October 15 if state revenues meet certain goals. If that does not happen, the law could be pushed back to January 1, 2025.
Sierra HR Partners will continue to monitor this issue and update clients as new information becomes available.

06.19.24

Sierra HR Partners is Ready to Prepare Your Customized Workplace Violence Prevention Program

HR Headliner
Sierra HR Partners is Ready to Prepare Your Customized Workplace Violence Prevention Program

According to the Occupational Safety and Health Administration (OSHA), workplace violence is the second leading cause of fatal occupational injuries in the United States, affecting nearly 2 million American workers annually. In September 2023, Governor Newsom signed Senate Bill 553 as a step in addressing workplace violence by requiring employers to create and maintain protections for employees while at work.
Effective July 1, 2024, the majority of employers in California must implement or enhance their Violence Prevention Plan to be sure it includes the following:
  • The names of persons responsible for implementing the Workplace Violence Prevention Plan (WVPP.)
  • Effective procedures for employee involvement in developing and implementing the plan.
  • Procedures for the employer to handle and respond to reports of workplace violence.
  • Prohibitions against employee retaliation.
  • Employee workplace violence training and communication.
  • Emergency response procedures.
  • Workplace violence hazard assessments.
  • A Violent Incident Log  – which must include information on every workplace violence incident, even if the incident did not result in injury.
Sierra HR Partners is here to help! We have developed a thorough Workplace Violence Prevention Plan that covers all Cal/OSHA-required topics and can be customized for your unique workplace environment. The plan document also includes several tools to help you implement your safety program including a Hazard Assessment Checklist, Incident Report Log, and a Training Roster. The cost for this customized plan is $500.
If you would like Sierra HR Partners to prepare your customized WVPP, please complete our Workplace Violence Prevention Plan Questionnaire.
Due to the volume of client requests, we cannot guarantee that your plan will be delivered by July 1st, but we will we will get started on your project as quickly as possible upon receiving your completed questionnaire response.
If you have any questions, please contact Dan Larsen or Janet Keene at 559.431.8090 or email us at Consultants@SierraHR.com.

05.30.24

UPDATE: Healthcare Minimum Wage Increase Delayed to July 1

HR NEWS
UPDATE: Healthcare Minimum Wage Increase Delayed to July 1

California Senate Bill 525, passed at the end of 2023, mandated minimum wage increases for most healthcare employees, set to begin this Saturday, June 1. The increases are staggering, and there has been discussion of delaying the implementation of these increases until July 1. As reported today by state capitol reporter Eytan Wallace, Senate Bill 828, the bill to enforce that delay, passed the Senate just this morning. Governor Newsom is expected to sign it.
One month is not a significant delay for a bill that eventually increases healthcare minimum wages to $25, as early as 2026 for some organizations. The delay will afford the state time to address the serious budget issues created by these increases, but it’s unclear what, if anything, would be adjusted for private employers.
SB 525 is complex. Healthcare employers are encouraged to consult with employment counsel or seek advice from professional associations for clarity on its application and possible exemptions.

05.14.24

Workplace Violence Prevention Programs – Due July 1, 2024

HR Headliner

Workplace Violence Prevention Programs Due July 1, 2024
According to the Occupational Safety and Health Administration (OSHA), workplace violence is the second leading cause of fatal occupational injuries in the United States, affecting nearly 2 million American workers annually. Governor Newsom signed SB 553 as a step in addressing workplace violence by requiring employers to implement and maintain protections for employees while at work.
Workplace violence is defined as any act or threat of violence occurring in a workplace. It includes physical force leading to injury or trauma, incidents involving firearms or weapons, and various types of violence (categorized under Labor Code section 6401.9.)
Effective July 1, 2024, the majority of employers in California must implement or enhance their Violence Prevention Plan to be sure it includes the following:
  • The names of persons responsible for implementing the Workplace Violence Prevention Plan (WVPP)
  • Effective procedures for employee involvement in developing and implementing the plan.
  • Procedures for the employer to handle and respond to reports of workplace violence.
  • Prohibitions against employee retaliation.
  • Accepting and responding to reports of workplace violence.
  • Employee workplace violence training and communication.
  • Procedures to ensure compliance from employees, including supervisors.
  • Emergency response procedures.
  • Workplace violence hazard assessments.
  • A Violent Incident Log  – which must include information on every workplace violence incident, even if the incident did not result in injury – and must be maintained for a minimum of five years.
SB 553 provides limited exceptions to this requirement including places of employment with fewer than ten employees that are not accessible to the public, and employees teleworking from a location of their choice which is not under the control of the employer. We recommend seeking legal guidance if you believe your company may be exempt from developing a WVPP.
The WVPP must be specific to the hazards and corrective measures for each work area and operation. There are also specific training requirements that employers must provide to employees using materials that are ‘easy to understand and match the workers’ education, reading skills, and language’.  This training is required initially upon plan roll-out, and annually thereafter. 
We know – it’s a lot!  But Sierra HR Partners is here to help. Please reach out to one of our certified consultants at consultants@sierrahr.com, or call us at 559.431.8090 to request your customized Workplace Violence Prevention Plan as soon as possible to be ready ahead of the July 1st deadline.

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