In 2020, we started the year with a global pandemic that was constantly putting employers through interesting challenges. Pre-COVID-19 times were challenging enough for employers regarding labor law compliance. Fast forward to the present, COVID-19 is still making it much more difficult for management and HR professionals not only to comply with labor laws and continuously changing guidance but to also ensure the safety of their employees from the virus.
The CA Department of Insurance has completed a handful of Town Hall meetings this week and last via County specific webinars. County Supervisor Cindy Chavez hosted the Santa Clara County Town Hall with Commissioner Lara last week. Here’s some key take-aways (much of the dialog was re: Workers Comp and P&C).
In the November 2016 election, San Jose voters approved a ballot measure that would require employers to offer additional hours to existing part-time employees before hiring new employees. The measure, known as the Opportunity to Work Ordinance (the Ordinance), took effect March 13, 2017. Though the goal of the Ordinance is to provide part-time workers with the opportunity to work additional hours, earn higher wages, and - in some instances - become eligible for benefits, it does impose a number of new employer obligations.
***Please note, some of the information in this article may be outdated. It is being left in place for continuity reasons. ****
Domestic partner coverage under a group health plan can be a complex issue for employers, particularly in light of the U.S. Supreme Court's 2015 ruling that legalized same-sex marriage nationwide (Obergefell v. Hodges). California law continues to require domestic partner coverage of some employer-sponsored plans, while others are faced with the decision. But important considerations exist for all employers with respect to domestic partner coverage.
Effective March 1, 2017, all single-user restrooms in California businesses, government buildings, and places of public accommodation must be "all-gender" (or gender neutral) to comply with the State's Equal Restroom Access Act (the Act). The Act applies to employers in California and requires specific signage be displayed to indicate the restroom is all-gender.
