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CLEARER THAN MUD

Earlier we detailed the latest changes in theCal/OSHACOVID-19 Prevention Emergency Temporary Standards (ETS). SeeWhat's New In 2022: Kickin' Corona: Cal/OSHA Further Revises Testing and Prevention Standards(May 6, 2022).

HANDBOOK HELPER EPISODE 6 POSITIVE PUNISHMENT

Although seemingly straightforward, progressive discipline policies can lead to trouble if not properly written or implemented.

WORKPLACE BOUNDARY SETTING

Every two years, California employers with five or more on payroll must provide at least two hours of classroom or other effective interactive sexual harassment training and education to all California supervisory employees and at least one hour of such training to all nonsupervisory employees.

DEFINITE MAYBES

An employer may or may not have to compensate a worker for on-call time depending on the restrictions on that person's actions and movements. The dividing line - not necessarily definite in every case - is whether the employee is "subject to the control of the employer" (controlled standby) or merely available if he/she chooses to respond (uncontrolled standby).

WHAT A DIFFERENCE A HALF-YEAR MAKES

Departing from the usual annual adjustment, the IRS has announced amid-year increase-- effective July 1, 2022 - on its employee vehicle reimbursement rate from 58.5 cents/mile to 62.5.

HANDBOOK HELPER EPISODE 5 GOLDEN RULES

Employers can and should provide employees with properly-written rules and standards of conduct. These include prohibited conduct, such as:

HANDBOOK HELPER EPISODE 4 FEASTS AND FESTIVITIES

Contrary to perhaps common perception, California's private employers haveno legal obligationto grant employee time off for holidays or to pay for that time. Whether to provide workers that time away - paid or unpaid - to promote workforce goodwill and morale is a different question.

HANDBOOK HELPER EPISODE 3 NAME YOUR PASSION

With the recentU.S. Supreme Court decision overturningRoe v. Wade,the landmark 1973 ruling that legalized abortion, controversial politics is again taking national center stage, potentially in the workplace.

HOW TO CALL IT EVEN

For decades, California has recognized the validity of "rounding" employee hours to the nearest five minutes, one-tenth or quarter hour, plus or minus, as an "efficient" and "practical" way to calculate pay as long as the practice did not deprive workers of their compensation over time. However, electronic technology's advances may reduce rounding to an historical relic.