An important decision came down from the California Supreme Court this week. The decision clarifies how employers should report meal and rest period premium payments. Failing to properly adhere to this new reporting standard may leave your business vulnerable to liability.   

OSHA has issued an Emergency Temporary Standard (ETS) requiring all employers with at least 100 employees to ensure that their workers are vaccinated or submitting to weekly COVID testing. The ETS is effective November 5, 2021, and employees have until January 4, 2021, to be fully vaccinated or begin testing weekly. 

Below are five quick things employers should know about the PAGA reform currently underway in the legislature. While this is a preliminary assessment based on the limited information we have so far, we wanted to provide employers with the key takeaways from these developments. We will continue to keep you updated as this develops.

On February 15, 2022, a five-year-old kindergarten student diagnosed with Autism Spectrum Disorder was illegally and improperly restrained by an Oakdale Heights Elementary School special education teacher.

This is the second year that California is requiring employers to report not only their employees’ pay data but also pay data for individuals hired through labor contractors (i.e., staffing agencies). The reports are due May 8, 2024.

Thank you for attending our recent webinar on the new California Supreme Court case, Donahue v. AMN Services. As we discussed, California employment law compliance takes on heightened significance in light of COVID-19-inspired lawsuits and the general trend of increased litigation. We want to make sure our clients are prepared and fully protected. Please review the options below and click on any option for which you would like more help or information.  

As you may have heard, on August 1, 2023, U.S. Citizens and Immigration Services (USCIS) published an updated Form I-9, Employment Eligibility Verification.  The Department of Homeland Security (DHS) has also released guidance regarding employers’ ability to use remote examination of Form I-9 documents.

The American Rescue Plan Act (“ARPA”) created a COBRA subsidy that requires employers to cover 100% of the employee’s cost of continuing group health coverage under insured and self-insured plans subject to COBRA for up to six months if an employee has lost coverage under their employer’s health care plan due to a reduction in hours or involuntary termination (for reasons other than gross misconduct) and elects COBRA continuation. The subsidy period is between April 1, 2021 and September 30, 2021 and does not lengthen the COBRA period. Who are already enrolled in COBRA; or who did not elect COBRA when it initially became available to them; or who elected COBRA initially but let the coverage lapse; who are not eligible for coverage under another employer’s group health plan or under Medicare.