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Many employees were unable to work due to the Covid-19 pandemic in 2020. This negatively impacted their economical status.
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The Senate Bill 95, which requires employers with more than 25 employees in California to provide Covid-19 Supplemental Paid Sick leave was discussed earlier here. SB 95 creates California Labor Code Sections 248.2 and 248.3.
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Non-compete agreements and policies put in place after the Act takes effect will automatically be considered void and may subject employers to monetary penalties, including penalties for each individual violation and increased monetary penalties for repeat violations.
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There’s been so much talk about whether you can screen employees for Covid symptoms. If so, how and when do you do it? Do you just take temperatures? Do you ask about symptoms? Do you use a questionnaire?
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The pay gap between women and men has been narrowing, but the progress has been slow. When Congress passed the Equal Pay Act in 1963, women with full-time, year-round jobs were paid 59 cents for every dollar that men in similar jobs earned.
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March is Women’s History month, usually a cause for celebration in the workplace. But this year, unfortunately, most of the news regarding women in the workforce has been Covid-related and negative in nature.
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In the HACC case, a nursing student (“Swope”) alleged that she suffered from PTSD and irritable bowel syndrome and that, with accommodation, she could meet the requirements of HACC’s nursing program.
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The American Rescue Plan Act (ARPA), which is the latest bill to address the ongoing economic impacts of Covid-19, has been signed into law.
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Recently, President Biden signed the American Rescue Plan Act of 2021 (ARPA) into law. This comprehensive stimulus package contains a number of provisions aimed at supporting the supply chain of vaccinations and immunization funding and alleviating the harsh effects of the pandemic.
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