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California has passed several laws regarding COVID-19 since September, all of which will be effective by January 1, 2021. This article examines Senate Bill (SB) 1159. 

California has passed several laws regarding COVID-19 since September, all of which will be effective by January 1, 2021. This entry examines Assembly Bill 685.

The pandemic has caused innumerable changes to the workplace in 2020. One of the clearest issues for employers since the coronavirus reached the United States is an all-time high in leave-of-absence requests. 

Independent contractors have long been invaluable for businesses who can’t always employ a full staff, and it’s common for situations to pop up in which employers can’t spare a regular employee’s time to work on one-offs, seasonal jobs, or specialized tasks—to name a few examples.  

Recovering from COVID-19 is not easy. Dealing with COVID stigma makes it even harder. 

It’s time for an HR audit. Let’s go down the checklist!

That’s it! You’re done! You can no longer handle the antics of your bad worker. But how do you fire an employee the “right way?”

The passage of Senate Bill 3 (SB3), which introduced a step-based minimum wage in California, means another minimum wage increase in 2021. This was an anticipated step. We’re betting, however, that many employers haven’t considered the full scope of the impact on their businesses, including compliance areas.

If you think about it, effective management is a lot like parenting. Sure, you aren’t wiping runny noses or sending pouty children off to their rooms without dinner (hopefully), but you are guiding your employees towards the future. And a smart manager is one who, like a good parent, can tap into who their employees truly are, helping them to develop what makes them unique and valuable to the company.

Has your employee tested positive for COVID-19?