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Calendar

8/12/2015
August 2015 Luncheon - Medical Marijuana in the Workplace: Smokin' Out Fact from Fiction

8/12/2015
August 2015 Luncheon- Medical Marijuana in the Workplace: Smokin' Out Fact from Fiction (Table Rate)

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

9/16/2015
2015 Workplace Strategies Conference Exhibitor Registration

9/17/2015
Leadership Council - Leave of Absence - Employee Right or Employee Benefit?

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                                          Presidents Pen

                                                                                         July 2015


Welcome!           

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.
           

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

 

 

 

                           NCHR-SD LEGAL UPDATE

                                                                                           July 2015

           
          
California Governor Signs Paid Sick Leave Amendment—Effective Immediately. click here to read more...         

  

Upcoming Legal Webinars and Seminars

Webinar: 2015 Mid-Year Employment Law Update Aug 14, 2015 9:00 AM PDT

Cost: Complimentary Speaker: Chris Olmsted

Join us for a one hour presentation on 2015 changes to California employment law, presented by Ogletree Deakins shareholder Chris Olmsted. This webinar is hosted by AmCheck. We will cover the following topics:

- New California laws in 2015 including the amendments to paid sick leave signed into law on July 14th

- New family leave regulations

- Review of important cases from the first half of 2015, including wage and hour law, disability accommodation, sexual harassment, and other recent changes in the law.

- Q&A Session after presentation of up to 30 mins.

Registration Link: https://attendee.gotowebinar.com/register/5367417011937582849

After registering, you will receive a confirmation email containing information about joining the webinar.


 Seminar: North County Human Resources of San Diego

Medical Marijuana and Other Drugs In The Workplace: Smokin' Out Fact From Fiction

August 12, 2015

11:30-1:00 p.m.

Sheraton Carlsbad Resort & Spa 5480 Grand Pacific Drive

Carlsbad, CA 92008

Presenter: Kathryn Gray, Ogletree Deakins

Two dozen states have legalized medical marijuana, including California. The passage of these new laws have left employers confused as to what they need to do to accommodate these new laws in the workplace. How should my policies and procedures be altered for adherence to the new laws? Can I fire an employee who holds a medical marijuana card for testing positive for marijuana? What accommodations must I make for those with medical marijuana

cards? Kathryn Gray will walk us through the new laws, what they mean for employers, and the changes that will need to occur in your company in order to comply with the new laws. By the end of the presentation, you will have a clear understanding of the policies and procedures that will need to be established and a strategy for rolling out the changes in your organization.

Topics to be discussed are:

* Best practices for drug-free workplace policies and procedures

* Drug testing best practices for an accident, worker's compensation injury, or to comply with DOT/government contractor requirements

* Update regarding current status of the law and proposed legislation regarding legality of medical marijuana, recreational marijuana, and how the legality of marijuana impacts workplace practices and policies

* Best practices for employers when employees request time off work to seek addiction help Registration details: www.nchrsd.org

 

                                                                                                                                                                                                                

 

 

 

 

 

 

 

 

 

 

Announcement:

Community and Partner Events...

                   It's all your Fault!

                                                                       

At SDEA we are currently promoting an upcoming
event entitled "It's All Your Fault!" This catered lunchtime
Roundtable will feature internationally-renowned conflict management
expert Bill Eddy and will focus on defining and explaining the traits
of high conflict individuals and offering strategies and skills
designed to teach attendees how to protect themselves from the attacks
of those coworkers and others who thrive on conflict.

This event will take place at SDEA's offices on Wednesday, July 22nd
from 11:30 am-1:00 pm. The price is $35 for SDEA and NCHR-SD members and SHRM

members and $45 for non-members.

Please call our office at (858)505-0024 for
more information, or visit our website at www.sdeahr.org.