Growing and adding new talent to your team is exciting for any business. But, before you onboard your new hires, you should be mindful to include these items in your offer letters: At-Will Employment, Offer is Contingent, and Contractual Obligations.
As a result of the pandemic, more consumers are shopping online, and businesses are adapting by creating e-commerce options. One issue that is often overlooked in the e-commerce setting is website accessibility for those with disabilities.
As employers know, Cal/OSHA enacted COVID-19 Emergency Temporary Standards (“ETS”). Just recently, Cal/OSHA has published draft semi-permanent standards that, if enacted, would supersede the current ETS for a period of two or three years.
Leadership consulting agencies and seasoned administrators sometimes say that annual planning and strategic planning are two different things. MNK believes otherwise. Annual planning and strategic planning go hand in hand. They are two sides of the same business planning coin. Both are necessary for proper business operations.
Earlier this month, employers heard that federal OSHA is planning to roll out a national vaccine-or-testing mandate for large employers (i.e., employers with a workforce of at least 100 employees). While details of that mandate have not been made public yet, employers would do well to plan ahead.
By September 24, 2021, the Safer Federal Workforce Task Force is required to publish the new safety COVID-19 protocols requirements for contractors and subcontractors. We are still waiting for these guidelines to be released. However, the Task Force released a FAQ on September 20, 2021, that provides some clarity relating to federal contractors and vaccination status requirements when working on government sites.
Employers in California are no longer able to require their employees to arbitrate work-related grievances. This stunning ruling was handed down yesterday by the United States Court of Appeals for the Ninth Circuit. In its decision, the Ninth Circuit affirmed the legality of California’s anti-arbitration law known as Assembly Bill 51.
On September 9, 2021, the Biden Administration announced that employers with 100 employees or more will be—in the near future— required to ensure that their workplace is fully vaccinated against COVID-19 or otherwise subject to at least weekly COVID-19 testing before coming to work. It is estimated that the new rule will affect at least 80 million workers in the private sector.
Employees must be paid for the time spent waiting for and receiving medical attention for a work-related injury (e.g., initial doctor visit). In fact, under the California Labor Code, employees are entitled to receive reimbursement for reasonable expenses, along with lost wages, when they submit to an examination by a physician at the request of the employer, the insurer, the administrative director, the appeals board, or a workers’ compensation administrative law judge.
California has one of the strictest privacy laws in the United States. One such law, California’s Online Privacy Protection Act (“CalOPPA”), requires that any person or entity that owns or operates a commercial website or online service that collects personally identifiable information (“PII”) from California residents to have clearly visible and accessible privacy policies. These privacy policies must provide consumers notice on what type of PII the business collects and what the business does with the PII.