People Processes

California's SB 553 mandates a Workplace Violence Prevention Plan (WVPP) by July 1st, 2024! This important law is designed to keep California's workplace safe, but navigating the requirements can be confusing. Don't worry, we're here to help! In this episode, we'll break down everything you need to know about the Cal/OSHA WVPP, including...• Key Requirements of a WVPP 1. Written Plan 2. Employee Training 3. Inspections 4. Incident Log• How to develop your WVPP (with or without an attorney)• Potential consequences for non-compliance• Why this matters even outside CaliforniaDon't let compliance catch you off guard. Get started on your WVPP today.

Are you facing a terrible work environment that's making you consider quitting? You might be experiencing constructive discharge! This episode dives deep into this legal concept, explaining what it is, how it can happen through harassment, discrimination, or unreasonable working conditions, and why it's important for both employers and employees to understand.We'll also explore the legal implications of constructive discharge, including how it can be treated as wrongful termination. By the end of this video, you'll know how to protect yourself and your rights in the workplace.Don't stay silent if you're facing a hostile work environment! Empower yourself with knowledge about your workplace rights. Like this video and subscribe for more HR insights. Share your thoughts and experiences in the comments below. And if you need further guidance, visit our website, peopleprocesses.com, for additional resources.https://youtu.be/vlpEhFX94xo

Feeling stuck with a struggling employee? Should you demote your employee? Don't jump to demotions! Demotions: a tempting solution, but a legal nightmare? Discover a better approach to employee performance issues that boosts morale & keeps your top talent. Shield your business! Subscribe to the People Processes Podcast for more expert advice on leading your team effectively. https://youtu.be/8E2UPrKa5Po

Unlock the secrets of effective compensation planning with our latest episode!

https://youtu.be/bjiInaNCSE8Incentive compensation programs are primarily used to promote the efficiency and productivity of the workforce. Many organizations view incentives as an important tool for improving performance.In this episode, learn the art and science behind crafting effective incentive programs.

https://youtu.be/Rn56we1S56AUnderstanding withholding tax is crucial for financial control. Employers withhold a set amount from an employee's paycheck, directly remitting it to the IRS in their name. This withheld money acts as a credit against the employee's annual income tax bill.  To understand your Form W-4, we break down the complexities, providing clarity on your paycheck deductions and how they influence your tax situation. Don't let tax season catch you off guard—be in control!

https://youtu.be/fBYO_79ADOwThe U.S. Department of Labor published the issuance of the final rule under The Fair Labor Standards Act (FLSA) regarding Employee or Independent Contractor Classification.

https://www.youtube.com/watch?v=nnog955sSR8

https://youtube.com/watch?v=lTI-z6xT2pQEver asked why safe harbor matches rock the 401(k) world? When it comes to offering a competitive and attractive retirement plan for your employees, a 401(k) plan with a safe harbor match is an excellent option. Safe harbor matches ensure that your plan meets certain requirements set by the IRS, making it more accessible and beneficial for your employees. However, with several safe harbor match options available, it's crucial to select the one that aligns best with your company's goals and financial capacity. In this episode, we'll walk you through the different safe harbor match options and help you determine which one might be most suitable for your group 401(k) plan.

https://youtu.be/Qbo8szTShMAIs it job abandonment or something else?

https://youtu.be/H-GfZ9n28G0Unlock the secrets of identifying and nurturing leadership potential in your team!

https://youtu.be/Qn8fGg5auB4The IRS recently made an announcement that holds significant implications for employers and HR professionals alike: the Affordable Care Act (ACA) affordability threshold for 2024 will be adjusted to 8.39%, down from 9.12% in 2023. This change might seem minor, but it holds substantial ramifications for businesses.Stay ahead of the curve, protect your organization, and keep your team informed. Don't forget to hit the like button, subscribe, and share this vital information with your network. For comprehensive resources and expert insights, visit our website at peopleprocesses.com.Join us in staying informed and agile in the ever-evolving landscape of healthcare and employee benefits.

https://youtu.be/hYz3PD05GgM?si=QuQr9tGHSshWRCK4Discover effective strategies to help employees who don't get along, turning conflicts into catalysts for innovation and productivity. Join Rhamy as he outlines key points from early intervention to leveraging strengths and weaknesses, providing actionable insights for HR pros and team leaders.

[youtube https://youtu.be/CFFgreZRB_I?si=XuP3ul7xkx4DL19Y]In this episode, we are going to talk about The Power of Appreciation. Specifically, how leveraging that power can boost your employee morale through effective recognition.Share in the comments a special memory or a shoutout to a colleague who deserves some recognition today. Let's keep empowering each other and unlocking our full potential!

If an employee becomes ill with COVID-19 symptoms, they may request for paid sick leave under the FFCRA only to seek a medical diagnosis, or self-quarantine only if advised to do so by a healthcare provider. If tested positive, the employee may continue to take paid sick leave. This does not apply for illnesses unrelated to COVID-19—though employers may allow them to telework at their discretion. You may not take paid sick leave under the FFCRA if you unilaterally decide to self-quarantine for an illness without medical advice, even if you have COVID-19 symptoms.

Under the circumstances existing currently, the ADA has specifically allowed employers to bar an employee from physical presence in the workplace if he refuses to have his temperature taken, refuses to answer questions about whether he has COVID-19, has symptoms associated with COVID-19, or has been tested for COVID-19 and is positive. If the employee claims under the ADA that they have a medical reason for refusing a temperature check, the employer can still bar them from entering the workplace. However, their reason should be documented and accommodation should be provided to the employee (i.e. work from home). If accommodations of any sort are not possible, then the employee will be on unpaid leave. They can also be fired if the role cannot stay unfilled.

[youtube https://www.youtube.com/watch?v=I6k_vgtvmTU&w=560&h=315] The simple answer is “no”. The Genetic Information Non-Discrimination Act (GINA) prohibits employers from asking employees medical questions about family members, and it is still in force. GINA does not prohibit employers from asking employees whether they’ve had contact with anyone who has been diagnosed with COVID-19 or may have symptoms associated with the disease. The CDC also recently issued guidance that explained, from a public health perspective, that only asking an employee about their contact with family members would unnecessarily limit the information obtained about the employee’s potential exposure to COVID-19. So, employers should not only ask about family but about everyone. In fact, they should remove the word “family” from their attestation. Asking this question shows due diligence, best practice, and care for other employees.

A new bill in California was finalized that would expand the California Family Rights Act to make it an unlawful employment practice for employers with five or more employees to refuse to grant an employee’s request to take up to 12 workweeks of unpaid protected leave during any 12-month period to bond with the employee’s new child or care for themselves or a child, parent, grandparent, grandchild, sibling, spouse, or domestic partner, as specified. Under existing law, family and medical leave requirements extend only to the employee’s self, child, parent, or spouse. The employer coverage threshold is currently set at 50 or more employees. This has been expanded to include a grandparent, grandchild, sibling, spouse, or domestic partner. The bill also reduces the employer coverage threshold to five or more employees. Under the bill, which applies also to employees of state and local political subdivisions and cities, an employer that employs both parents of a child would be required to grant leave to each empl