06.18.20

Governor Newsom Issues Statewide Order Compelling Face Masks

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On June 18, 2020, Governor Newsom issued a sweeping order requiring all Californians to wear masks. The order requires masks in commercial and public areas and at work. According to the order, masks must be worn in the following situations:

(1) Inside of, or inline to enter, any indoor public space;

(2) obtaining healthcare services, including at hospitals, pharmacies, an office visit, clinic or blood bank;

(3) waiting for or riding public transportation, in a taxi, private car service, or ride-sharing vehicle;

(4) Working when:

• interacting in-person with a member of the public,
• working in a space visited by the public,
• working where food is prepared or packaged for sale or distribution,
• walking in common areas including halls, stairways, elevators and parking facilities, and
• any enclosed area where other people are present;
• interacting in-person with a member of the public,
• working in a space visited by the public,
• working where food is prepared or packaged for sale or distribution,
• walking in common areas including halls, stairways, elevators and parking facilities, and
• any enclosed area where other people are present;

(5) driving or operating public transportation, taxi, car service or ride-sharing vehicle when passengers present; and

(6) in outdoor public spaces when 6 feet of social distancing is not feasible.

There are some exceptions such as children under two years of age, persons with medical conditions preventing the wearing of a covering, persons who are hearing-impaired, persons seated at a restaurant provided they maintain a 6-foot distance from others, and persons engaged in outdoor work or recreation.

A copy of the order can be found here.


06.04.20

June 2020: Workers’ Compensation Coverage for COVID-19 Infections

COVID-19

On May 6, 2020, Governor Newsom issued an Executive Order establishing a presumed eligibility for workers’ compensation benefits for employees who contract COVID-19 at work. Prior to this pandemic, having an infectious illness such as the flu would not entitle employees to workers’ comp. coverage because it is nearly impossible to confirm where a person contracted the illness.

Based on the governor’s order, an employee would receive workers’ comp. benefits for medical treatment if:

  • The employee worked outside of their home at the direction of the employer between March 19, 2020 and July 5, 2020, and
  • He/she is diagnosed with COVID-19 within 14 days of working at the employer’s place of business.

Reporting a COVID-19 Claim

If an employee informs you of a COVID-19 positive test or diagnosis by a qualified physician, you should respond in the same manner as with a workplace injury.
Provide the employee with a DWC-1 form within one working day of being informed of the illness.
Report the claim to your workers’ compensation carrier right away.
You do not need to make a report of possible exposure or suspected infection. The above steps are necessary only if the employee is confirmed to have COVID-19.

If you have employees who tested positive for COVID-19 between March 19 and May 6 (when the Executive Order was signed), contact your workers’ compensation carrier for guidance on how to proceed with these claims.

Claim Investigation

According to the Executive Order, employers have the ability to dispute COVID-19 claims. Your workers’ compensation carrier will investigate the circumstances involved. This could include evidence of your company’s safety policies such as required social distancing, facial coverings, and hygiene practices for all staff. Based on available facts, the claim may be accepted or denied.


06.02.20

As communities recover from this pandemic, will you have the employees you need to re-open?

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As communities recover from this pandemic, will you have the employees you need to re-open?

85% of applicants admit to lying on their resume or job application, and when they do it’s most likely to be about their skill-set.

Don’t gamble with your company’s recovery – use Sierra HR Partners for legally compliant background checks to make sure that you hire right.

Visit us at www.sierrahr.com today.


06.02.20

The certified consultants at Sierra HR Partners are here to help.

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The COVID-19 pandemic has shuttered our offices, stores, factories, and farms.

As the nation now returns to work businesses must rebuild the workplace and develop better human resource practices.

The certified consultants at Sierra HR Partners are here to help. We can recruit and screen the best candidates, navigate legal compliance and other employment challenges, and improve health and safety practices.

For HR expertise and management support, contact Sierra HR Partners today.

559.431.8090
inquiries? e-mail thomas@sierrahr.com
www.sierrahr.com


05.22.20

5/22/20 COVID-19 UPDATE

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Fresno’s New Emergency Order
Late yesterday, the City of Fresno released Emergency Order 2020-17. This emergency order provides additional details about announcements made at yesterday’s press conference.

All businesses that are not prohibited by the state from operating are authorized to open to the public. Open businesses must continue to post their Social Distancing Protocol (Appendix A), and businesses must “require their employees, customers, vendors and others to wear cloth facial coverings.”

Restaurant dining rooms may reopen as of May 21, 2020, provided they 1) notify the Fresno County Department of Public Health and 2) follow city, county, and state guidelines. To notify the County, restaurants must complete the document COVID-19 Restaurant Operating Procedures and email it to EnvironmentalHealth@fresnocountyca.gov. Businesses can contact the Environmental Health Department with questions at 559.600.3357.

What Now?
Now that businesses may reopen, it is important to have a plan in place. That plan might include:

  • Background Investigations – This is not the time to take chances on applicants. Ensure you re-open effectively by hiring the right staff. Use background checks to discover what applicants haven’t told you. Sierra HR Partners provides compliant background investigation reports with a 48-hour turn-around to help you make informed decisions.
  • Written Re-employment Offers – Former employees have likely been taking advantage of lucrative unemployment benefits. These benefits draw, in part, from your business account. As you reopen, document employment offers so that employees are encouraged to come back to work rather than to continue drawing on these benefits.
  • Safety Plans – It is critical for your business to have a plan in place that details how you will prevent and respond to infection. Not only will this keep you and your customers safe, but failure to plan will risk government fines and penalties. Don’t be overwhelmed by the extensive state guidelines for your industry. Sierra HR Partners can help you develop an infection-specific plan, or to adapt COVID-19 safety measures into your current Injury and Illness Prevention Plan. Don’t let planning difficulties keep you from taking advantage of the reopening economy.