PER Human Resources – October 2020

 
 

Want to know the latest buzz in the HR arena?  Professional Employer Resources has a world of information in our newsletter. Not only is it fun, it's resourceful! Including, important changes to federal and state employment practices.

Eighty five percent (85%) of all employment lawsuits can be prevented!

Employees Exhausted COVID-19 Leave Options... Now What?

Since the FFCRA went into effect on April 1, 2020, several of your employees have taken leave for various reasons, whether due to having to care for family members under isolation orders, being sick themselves, or due to having to care for their child because the child's school or place of care was closed. What options are available to employees AND employers when FFCRA and company-provided sick leave are exhausted? Read on to learn our HR Professionals advice.
Ask The Expert Q: My child's school is operating on an alternate day basis. May I take paid leave under the FFCRA in these circumstances? Q: My child's school is giving me a choice between having my child attend in person or participate in a remote learning program. If I choose remote learning, may I take paid leave under the FFCRA in these circumstances? Get the Answers  
FEDERAL UPDATES Are Your Employees Still on Furlough? READ THIS CDC Issues Guidance to Reduce Potential COVID-19-Related Workplace Violence Is a Mandatory COVID-19 Vaccination Policy the Right Move for Your Business? STATE UPDATES Califonia: Amendments to California's Independent Contractor Test California Employers - Sexual Harassment Training Deadline January 1 CFRA Applies to Employers with 5+ Employees, NAPL is Repealed
Copyright © 2020 ePlace Solutions, Inc., All rights reserved. This information is provided by ePlace Solutions, Inc. which is solely responsible for its content. ePlace Solutions, Inc. is not engaged in rendering legal or other professional services. Federal and state laws are more complex than presented here. This information is simplified for the sake of brevity and is not a substitute for legal advice. ePlace Solutions, Inc. disclaims any liability, loss or risk incurred as a consequence, directly or indirectly, of the use and application of any of the contents of this information.
 

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