California Meal Periods: Don't Fall for These 5 Myths
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Senate Bill 1343
As many of you may already be aware, there is a new Senate Bill - 1343 that was recently passed by the State of CA.
This bill requires an employer who employs 5 or more employees, including temporary or seasonal employees, to provide at least 2 hours of sexual harassment training to all supervisory employees and at least one hour of sexual harassment training to all nonsupervisory employees by January 1, 2021, and once every 2 years thereafter, as specified.
Some of the Workers Compensation Insurance Companies that we represent will provide this training for free.
There are several ways for you to obtain this training for your employees. If you are currently insured with one of the Insurance Companies listed below, we have included an explanation on their procedure as to how to access their training programs:
Zenith
• Zenith is making it easy for their clients to comply with this law by offering online anti-harassment training at no cost through Zenith Solution Center® (ZSC). Within ZSC, policyholders can assign training to each of their employees through Training TrackTM . Once training is completed, a certificate of completion is available for download.
Policyholders can log in to ZSC or set up an account to access training, and also view their anti-harassment training flyer for complete details.
ICW
• ICW Group training, including HR training such as CA sexual harassment, is provided through RMRx Safety Advisor website. To access the training, policyholders start by logging into myResource: https://myresource.icwgroup.com/InsuredPortal/DashBoard.aspx.
The training is free and if the customer needs a myResource account, they can request it here:
https://www.icwgroup.com/pc/myresource/myresource-accounts/.
Policyholders who have signed up for HR OnDemand can call an advisor if they have any questions about the new legislation related to training, such as who needs to be trained, when they need to be trained, or how frequently training must occur.
All other carriers
• Since at this time they do not provide SB 1343 compliance training, if you type on Google “State Bill 1343 training”, you will find several companies that will do this training.
Remember, you only have until 01/01/21 to comply to this requirement.
This bill requires an employer who employs 5 or more employees, including temporary or seasonal employees, to provide at least 2 hours of sexual harassment training to all supervisory employees and at least one hour of sexual harassment training to all nonsupervisory employees by January 1, 2021, and once every 2 years thereafter, as specified.
Some of the Workers Compensation Insurance Companies that we represent will provide this training for free.
There are several ways for you to obtain this training for your employees. If you are currently insured with one of the Insurance Companies listed below, we have included an explanation on their procedure as to how to access their training programs:
Zenith
• Zenith is making it easy for their clients to comply with this law by offering online anti-harassment training at no cost through Zenith Solution Center® (ZSC). Within ZSC, policyholders can assign training to each of their employees through Training TrackTM . Once training is completed, a certificate of completion is available for download.
Policyholders can log in to ZSC or set up an account to access training, and also view their anti-harassment training flyer for complete details.
ICW
• ICW Group training, including HR training such as CA sexual harassment, is provided through RMRx Safety Advisor website. To access the training, policyholders start by logging into myResource: https://myresource.icwgroup.com/InsuredPortal/DashBoard.aspx.
The training is free and if the customer needs a myResource account, they can request it here:
https://www.icwgroup.com/pc/myresource/myresource-accounts/.
Policyholders who have signed up for HR OnDemand can call an advisor if they have any questions about the new legislation related to training, such as who needs to be trained, when they need to be trained, or how frequently training must occur.
All other carriers
• Since at this time they do not provide SB 1343 compliance training, if you type on Google “State Bill 1343 training”, you will find several companies that will do this training.
Remember, you only have until 01/01/21 to comply to this requirement.
COVID-19 - Reporting
Below is a summary of SB 1159, which was recently passed. Please read carefully. If you don’t comply with this new State bill, there could be significant financial penalties.
You can contact your Workers Comp. Carrier directly for additional advice and assistance when filing optional claims and you should have received additional information regarding SB 1159 from your Workers Compensation carrier.
We are also here to assist so don’t hesitate to call us
IMPORTANT NOTICE: New regulations regarding COVID-19 employer requirements have gone into effect for California.
At RKM Insurance, we are dedicated to keeping you up-to-date and informed when critical notifications (such as these) directly impact you, your clients, and your business.
California Governor Gavin Newsom recently signed two bills into law: SB1159 and AB685. These place immediate requirements on California employers and will remain effective from September 17, 2020 through January 1, 2023.
Please review this information carefully as these obligations carry severe administrative penalties (up to $10,000) for failure to comply.
The First Bill: SB1159 – COVID-19 Workers’ Compensation Presumption Bill
Here are the rules for this important reporting obligation:
Positive Tests on (or after) September 17, 2020 (Must be reported in 3 Business Days)
ALL OF THE FOLLOWING must be reported to Your Insurance Carrier within 3 business days of being notified that your employee tested positive for COVID-19:
1. TEST RESULT: Report that an employee tested positive. Do not identify the employee by name unless the employee claims the infection was work-related.
2. DATE: Report the date the employee tested positive. This is the date the test was taken.
3. ADDRESS: Include the address of the specific place(s) of employment where the infected employee worked during the 14-day period before testing positive.
4. EMPLOYEE TOTAL: First, please take note of the date your employee tested positive. Second, with that date in mind, please note the number of employees who came into work within 45 days before this date. Businesses must report the highest number of employees who came to work (at the same locations where the infected employee worked) in the 45-day period before the infected employee’s last day on-the-job.
________________________________________
Positive Tests between July 6, 2020 and September 17, 2020 (Must be reported by Oct. 29,2020)
1. TEST AMOUNTS: Report all known positive tests by October 29, 2020.
2. TEST RESULT: Report that an employee tested positive. Do not identify the employee by name unless the employee claims the infection was work-related.
3. DATE: Report the date the employee tested positive. This is the date the test was taken.
4. ADDRESS: Include the address of the specific place(s) of employment where the infected employee worked during the 14-day period before testing positive.
5. EMPLOYEE TOTAL: First, please take note of the date your employee tested positive. Second, with that date in mind, please note the number of employees who came into work within 45 days before this date. Businesses must report the highest number of employees who came to work (at the same locations where the infected employee worked) in the 45-day period before the infected employee’s last day on-the-job.
Please note these regulations only apply to businesses with 5 or more employees.
________________________________________
The Second Bill: AB685 – Employer’s Written Notice for Exposed Employees
You also need to be aware of the second bill, Assembly Bill 685. This bill will be effective on January 1, 2021 and requires California businesses to notify their employees who may have been exposed to COVID-19 at their worksite within one business day.
We hope that you, your employees, and your families are staying safe during this time
You can contact your Workers Comp. Carrier directly for additional advice and assistance when filing optional claims and you should have received additional information regarding SB 1159 from your Workers Compensation carrier.
We are also here to assist so don’t hesitate to call us
IMPORTANT NOTICE: New regulations regarding COVID-19 employer requirements have gone into effect for California.
At RKM Insurance, we are dedicated to keeping you up-to-date and informed when critical notifications (such as these) directly impact you, your clients, and your business.
California Governor Gavin Newsom recently signed two bills into law: SB1159 and AB685. These place immediate requirements on California employers and will remain effective from September 17, 2020 through January 1, 2023.
Please review this information carefully as these obligations carry severe administrative penalties (up to $10,000) for failure to comply.
The First Bill: SB1159 – COVID-19 Workers’ Compensation Presumption Bill
Here are the rules for this important reporting obligation:
Positive Tests on (or after) September 17, 2020 (Must be reported in 3 Business Days)
ALL OF THE FOLLOWING must be reported to Your Insurance Carrier within 3 business days of being notified that your employee tested positive for COVID-19:
1. TEST RESULT: Report that an employee tested positive. Do not identify the employee by name unless the employee claims the infection was work-related.
2. DATE: Report the date the employee tested positive. This is the date the test was taken.
3. ADDRESS: Include the address of the specific place(s) of employment where the infected employee worked during the 14-day period before testing positive.
4. EMPLOYEE TOTAL: First, please take note of the date your employee tested positive. Second, with that date in mind, please note the number of employees who came into work within 45 days before this date. Businesses must report the highest number of employees who came to work (at the same locations where the infected employee worked) in the 45-day period before the infected employee’s last day on-the-job.
________________________________________
Positive Tests between July 6, 2020 and September 17, 2020 (Must be reported by Oct. 29,2020)
1. TEST AMOUNTS: Report all known positive tests by October 29, 2020.
2. TEST RESULT: Report that an employee tested positive. Do not identify the employee by name unless the employee claims the infection was work-related.
3. DATE: Report the date the employee tested positive. This is the date the test was taken.
4. ADDRESS: Include the address of the specific place(s) of employment where the infected employee worked during the 14-day period before testing positive.
5. EMPLOYEE TOTAL: First, please take note of the date your employee tested positive. Second, with that date in mind, please note the number of employees who came into work within 45 days before this date. Businesses must report the highest number of employees who came to work (at the same locations where the infected employee worked) in the 45-day period before the infected employee’s last day on-the-job.
Please note these regulations only apply to businesses with 5 or more employees.
________________________________________
The Second Bill: AB685 – Employer’s Written Notice for Exposed Employees
You also need to be aware of the second bill, Assembly Bill 685. This bill will be effective on January 1, 2021 and requires California businesses to notify their employees who may have been exposed to COVID-19 at their worksite within one business day.
We hope that you, your employees, and your families are staying safe during this time