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Calendar

7/8/2015
July 2015 Luncheon - Mid-Year Legal Update

7/8/2015
July 2015 Luncheon - Mid-Year Legal Update (Table Rate)

7/16/2015
Leadership Council - Recruiting and Technology

8/20/2015
Leadership Council - Grab Your Tool Belt. We're Building a Team!

9/16/2015
2015 Workplace Strategies Conference Exhibitor Registration

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                                          Presidents Pen

                                                                                         June 2015


Welcome to June Gloom!

Although thoughts of summer generally conjure up images of the beach, warm weather, picnics, and baseball, for CA HR professionals it brings up the looming deadline of the Healthy Workplace/Healthy Families Act that goes into effect on July 1st.

While most of us are extremely familiar and experienced with working with numerous laws, rules, and requirements that many times contradict each other, but must still work in conjunction with each other, our skills can always be challenged and our proactive disposition stymied by the ever-changing regulations that manage to only facilitate our job security. The new Paid Sick Leave law falls directly into this category.

On the face, it seems fairly straightforward. However, we all know that there is no such thing as a solid prima facie law! Employers are now faced with managing a sick leave policy that wasn’t in existence prior to this, or having to incorporate additional guidelines into an existing policy that worked just fine.

At my place of employment, rather than manage two separate sick leave banks and accrual systems, we have decided to pay all employees, regardless of hours worked, the same amount of sick leave. Although this policy goes above and beyond the new law, it also pays our 20 hour per week employees an extraordinary amount of sick leave per year. Additionally, because of the nature of our business, we have a strict attendance policy with discipline for excessive absences or tardiness. We have had to modify our policy to accommodate the new law which does not allow for retaliation for using sick leave.

As HR professionals accustomed to these multitude of convoluted laws and regulations, we can handle any (stealing a beloved summer baseball term!) curve ball that may be thrown at us. With a little modification and adjustment, we will all be ready for this change and be able to continue to move forward and prepare for the next challenge.
So, instead of looking out the window at June Gloom, we can look ahead to some positive fireworks next month!

Janet M. Mainenti, M.A., SPHR
President
NCHRSD

 

 

 

                           NCHR-SD LEGAL UPDATE

                                                                                           June 2015

Pending Bill To Cure California Sick Pay Law

Mere weeks before sick pay becomes mandatory in California, the state legislature is racing to cure what is ailing employers.click here to read more...         

 

 

 

                                                                                                                                                                                                                

 

 

 

 

 

 

 

 

 

 

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