12.23.15
What qualifies for paid sick leave?
Uncategorized
Touted as the “Healthy Workplaces, Healthy Families Act of 2014,” the State of California mandated paid sick leave starting July 1, 2015. By law, an eligible employee accrues paid sick leave rights at the rate of one hour for every 30 hours worked.
So what exactly qualifies for paid sick leave?
An employee can use paid sick leave for diagnosis, care or treatment of a health condition, or for preventative care for him or herself, or for a family member.
Eligible family members include:
- Spouse
- Registered domestic partner
- Child (biological, adopted, foster, step, legal ward) regardless of age
- Parent (biological, adoptive, foster, step, legal guardian) of the employee, spouse or registered domestic partner
- Grandparent
- Grandchild
- Sibling
An employee can also use paid sick leave benefits for time off due to domestic violence, sexual assault or stalking.
Employers are required to display a new poster detailing information about paid sick leave.
As always, we encourage you to contact Sierra HR Partners for information on this new law.
12.23.15
Just how much privacy do your employees have when it comes to drug and alcohol testing?
Uncategorized
Did you know that our state’s constitution affords all of us, including your employees, numerous privacy rights? This right to privacy comes into play in many employment areas, including drug and alcohol testing.
The privacy expectation is typically lower for applicants than employees. Recent court rulings on reasonable suspicion are leading to employers conducting individualized assessments (rather than blanket policies such as anyone that gets into an accident while driving for work) to determine reasonable suspicion before drug or alcohol testing.
If you plan to drug test, first determine the true reason why, develop a solid policy and consistently implement it. Be sure to communicate your policy in respective job announcements, employment application, handbook and policies, and procedures manuals. Providing thorough communication to employees will lower their expectation of privacy.
Sierra HR Partners is available to answer any questions and assist in developing sound policies and practices that protect your business while respecting privacy rights.
12.23.15
Need full background investigations? Sierra HR Partners has you covered
HR NEWS
Did you know that Sierra HR performs full background investigation services, including criminal and civil searches, employment and education verification, reference checks, driving history, credit checks, and social security verifications?
Contact our background investigation specialist, Nancy Vang, for more information.
Plus, Sierra HR Partner’s entire team of certified professionals are here to support you in the areas of legal compliance, training, recruitment, handbooks, audits, policy development, job descriptions, performance evaluations, compensation, terminations, and related employment areas.
Remember that as a HR Business Partner you are entitled to:
- Unlimited phone consultation by certified HR consultants
- Free monthly seminars for designated representative
- HR bulletins covering breaking employment news and employment best practices
- Discounted rates on projects
Contact us at (559) 431-8090 or toll free 1-844-431-HR4U (4748).
05.29.15
Employee Privacy Rights: Just How Much Privacy Do They Have?
HR Bulletin
Did you know that our state’s constitution affords all of us, including your employees, numerous privacy rights? This right to privacy comes into play in many employment areas such as monitoring, recordings, personal smart phones, drug and alcohol testing, off-work activity, social media, medical examinations, health information and even how you file employee records.
Take employee’s smart phones as an example. A recent Supreme Court ruling, California v. Riley, sent an indirect warning to employers about searching an employee’s personal smart phone even if being used for company business. Exceptions to searching personal smart phones include a “strong legitimate business reason” or a search warrant. This recent case ruling highlighted the court’s view of the large amount of information stored on a smart phone (versus a purse, backpack or wallet) that reveals very personal, private information about an individual such as likes and dislikes through installed apps, calls, emails, texts, photos, videos, internet history, music and more.
How your employees spend their time off the clock (e.g. social affiliations, religious activities, family, and friendships) is their business. While it’s true that how they conduct themselves outside of work could reflect negatively on your business, employees have the right to engage in any lawful off-duty conduct.
Sierra HR Partners is available to answer any questions and assist in developing sound policies and practices that protect your business while respecting privacy rights.
02.26.15
New definitions for Paid Family Leave brochure
HR NEWS
Here is some good news for anyone needing Paid Family Leave. Effective July 1, 2014, California’s Paid Family Leave brochure was updated to include new family member definitions, including grandparent, grandchild, sibling, and parent-in-law.
The new form (DE 2511 Rev.9) is available in both English and Spanish.
Contact us at Sierra HR Partners to find out how to get your copy of the Paid Family Leave brochure, or if you have any questions about the new definitions.
