HR Tag

HR Insights Blog HeaderKeeping track of employee productivity has always been important, but it’s even more significant in the wake of the COVID-19 pandemic. With the majority of employers allowing remote work, accurate time tracking isn’t always a guarantee.

However, despite the challenge, it’s critical that all employers strive for accuracy. In fact, not doing so can lead to confusion, lost productivity and other consequences. This article outlines an employer’s general time tracking responsibilities and offers some best practices to follow. Read More Button    

HR Insights Blog HeaderPolitical discussion has and will continue to be a reality in many work environments. Work can already be a stressful place for many, with political discussion adding an additional stressor for employees—and in many cases, an additional concern for employers. While disagreement in and of itself isn’t always a detriment to all workplaces, political discussion can negatively affect the work environment for many employees.

This article addresses the impact that political discussion has in the workplace and steps that employers can consider to help keep political discussion civil. Read More Button    

Legal Update HeaderOn Sept. 22, 2020, the U.S. Department of Labor (DOL) announced a proposed rule to clarify how employers should classify their workers as either employees or independent contractors.

Accurate worker classification enables employers to determine which obligations, protections, rights and benefits apply to their employees under the law. Read More Button    

HR Compliance Bulletin header

On Sept. 17, 2020, California enacted a new law (AB 685) that authorizes the California Division of Occupational Safety and Health (the Division) to issue stop-work orders for facilities or operations that pose an imminent COVID-19 hazard to workers.

The new law also requires employers to:
  • Notify workers when they have potentially been exposed to the coronavirus in the workplace; and
  • Notify local public health agencies when a worksite has a COVID-19 outbreak.
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Legal Update HeaderBecause of the ongoing COVID-19 pandemic, the U.S. Department of Homeland Security (DHS) is allowing employers that are operating remotely to conduct a remote verification of approved Form I-9 documents.

On Sept. 15, 2020, DHS extended yet again this exemption for an additional 60 days. The new expiration date for the exemption is now Nov. 19, 2020.

Physical Inspection

Employers must complete and sign Section 2 of Form I-9 within three business days of the employee’s first day of employment. Employers are required to physically examine the documents the employee presents from the list of acceptable documents to prove his or her employment eligibility.

HR Compliance Bulletin headerOn Sept. 1, 2020, California amended its workers’ compensation (WC) law, under Senate Bill 1159 (SB1159), to provide a presumption that COVID-19 is a compensable, work-related condition under certain circumstances. The bill is expected to be signed into law but will otherwise go into effect on Sept. 30, 2020.

In general, the changes mean that it would be an employer’s burden to prove that an employee did not contract COVID-19 on the job, rather than the employee’s burden of proving that he or she did contract it on the job.

Legal Update HeaderOn Sept. 4, 2020, California amended the list of occupations exempted from using the state’s employee classification test, also known as “the ABC test” (AB 5). When the ABC test is not required, including when an exemption applies, employers may need to revert to previous methods to determine whether a worker is an employee or an independent contractor.

Modified List of Exempt Occupations

The amendments modified the business-to-business, referral agency and freelance writer exemptions. The amendments also added the following new exemptions (see full text for details):