Rick Rossignol

Don’t Wind Up on the Naughty List: Tips for Hosting Office Holiday Parties

Friends With Sparklers At The New Year Party

It’s the most wonderful time of the year…unless you’re dreading your workplace’s annual holiday party. Perhaps one of your otherwise excellent employees had an embarrassing incident at last year’s soiree, or your business’s reputation was comprised some other way.

RTR Consulting offers the following tips to help make your holiday or New Year’s party fun, memorable, and professional:

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Safety Preparedness in the Workplace

businesswoman giving presentation at corporate team meeting

News headlines have made it clear that businesses and organizations across a variety of industries need to be on guard when it comes to workplace violence prevention. After the tragic shootings in San Bernardino, Thousand Oaks, and countless other cities, RTR Consulting encourages businesses to put a violence preparedness and response plan in place to keep their workplaces as safe as possible.

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New Sexual Harassment Training Laws – What You Can Do to Prepare Your Employees

woman is raising her arm in order to ask something.

Last month, we discussed a series of new sexual harassment laws that will soon go into effect, impacting businesses throughout California. With more attention being drawn to gender inequality, workplace sexism, and hostility in various working environments, it’s more important than ever for businesses to make their workspaces safe and open for employees.

RTR has taken the time to break down some new laws regarding sexual harassment training:

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‘Yes’ on Allowing Employees Time Off to Vote

USA Election Voter Going to Polling Place Station

While employers must allow their employees time off to participate in jury duty, companies have different rules about whether this time out of office is paid or not.

Like jury duty, some of the details regarding employers’ expectations on Election Day can be murky. But murky or not, RTR Consulting wants employers to know they’re responsible for having a plan in place that allows their workers time to vote on November 6.

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New Laws Coming into Play – What You Need to Know About Gender Quotas and Sexual Harassment

Grateful boss handshaking promoting african businesswoman congratulating with career achievement

California Gov. Jerry Brown recently signed a series of Senate bills related to gender quotas in the workplace and sexual harassment. These new laws, which are coming on the heels of 2017’s #MeToo movement, may affect you and your employees. To help you stay in the know, RTR Consulting reveals some of the changes Senate Bill 826 and 1300 may pose on businesses.

SB 826 – Gender Quota for Company Boards

This bill states that public companies must have one woman on their boards by the end of 2019, and two by the end of 2021. Non-compliance will cost companies a pretty penny – according to the bill, a first violation will result in a $100,000 fine and a $300,000 fine for each subsequent violation.

Companies comprised of small boards may find it difficult to meet the new gender quota. The governor acknowledged that while there may be growing pains associated with the new bill, recent events at the state capitol have necessitated the change.

“Given all the special privileges that corporations have enjoyed for so long, it’s high time corporate boards include the people who constitute more than half the ‘persons’ in America,” the governor said in a statement.

Depending on the size of your company, SB 826 may impact you. The good news is SB 826 does not require companies to remove male directors from their boards in order to make way for female directors. Rather, the bill encourages companies to make room at the table to include women.

Whether you’re seeking to comply with SB 826 or simply trying to attract more diverse candidates, you should think about updating your hiring and interview practices. Some ways you can promote workplace diversity are encouraging your employees to provide referrals or looking into hiring diversity-oriented job recruiters who can help narrow down your ideal candidates.

SB 1300 – New Sexual Harassment Laws

In January, some changes to the California Fair Employment and Housing Act (FEHA) will go into effect. Like most Senate bills, SB 1300 includes many stipulations, but here are some of the most important ones:

Firstly, employers should already be aware that they can be held liable for sexual harassment by a non-employee against an employee – this isn’t a new rule. But with SB 1300 soon to be in place, that potential liability will now include any kind of harassment, not just sexual cases.

Secondly, the bill prevents employers from requiring an employee to release a FEHA claim or sign a non-disparagement agreement as a condition of his or her employment, a promotion, or a raise.

The bill also adds Government Code Section 12950.2, which permits but does not require employers to offer “bystander intervention training” to their employees. This training will educate and provide guidance to employees on the ways they can identify potentially problematic behaviors and how to take action when they witness these problematic workplace behaviors.

What employers can do now

If you haven’t initiated sexual harassment training with your employees, there’s no time like the present. It’s not too early to plan 2019 training sessions, as well as consider the possibility of providing bystander intervention training. These trainings will equip your employees with the skills and education necessary to promote a safe and inviting work environment.

Our HR experts have taken the time to understand the complex and difficult language of the law as well as the implications it has on your business. RTR Consulting has more than 20 years devoted to developing effective and efficient Human Resources policies, procedures, and best practices for small to medium-sized businesses. Contact us today to learn more.

Understanding the de minimis Rule

Lawyer in office with gavel

It’s a blurry line: when can certain work tasks be considered de minimis? When an employee clocks out but continues to complete work-related tasks should they be paid for their unmarked time? What about when you call an employee while they are on vacation? RTR Consulting demystifies the de minimis rule by clarifying what California employers can do to protect their business.

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Employee Rights for Breast Pumping at Work

baby milk bottle

In the workplace, employees have rights when it comes to pumping during work hours. Mothers should not have to dread going to work and worry about finding a private place to pump. How can employers be accommodating to mothers and ensure they are following the FLSA requirements?

A Look at the Laws

Unfortunately, not everyone is covered under the Fair Labor Standards Act. It gives hourly employees the right to pump during work hours, and it cannot be done on break. The FLSA requires “…employers to provide reasonable break time for an employee to express breast milk for her nursing child for one year after the child’s birth each time such employee has need to express the milk.” The duration is open to interpretation, but it should be done within a realistic timeframe, so you can continue working when you are done pumping.

A Story to Share

Jenny Silverstone recently shared a blog explaining her worries in returning to work when she had her first baby. She reveals, “…the thought of taking my breast pump to work and finding a place where I could use it had me so nervous. The office I worked at wasn’t kid-friendly and that wasn’t going to change just because I had decided to have one.” Even though she was nervous, she decided to do some research to better understand her rights as a mother and as an employee.

Employer Accommodations

Employers are required to provide breastfeeding mothers with a private, lockable room. The bathroom does not suffice, as it is a shared room and the only seat available is a toilet. There are certain examples that demonstrate businesses experiencing challenges. For instance, one employee did not have an electrical outlet in the room where they could pump. The employer did not want to add one. The solution? Buy a battery-operated pump for your employees. Another employer did not have fridge space for the mother to store her milk. There were instances where breast milk was stolen by other employees in a shared fridge space. Investing in a mini-fridge is a nominal cost compared to the consequences of failing to comply with the law. Instead of making excuses for why you cannot comply with the law, there are plenty of solutions for your business that will save you time, money, and headaches in the long run.

Employee Retention

When you ignore your employees’ rights, you immediately create a negative environment for them. In refusing their rights and not offering flexibility, you could potentially lose a valuable employee. Offering a private and comfortable place for mothers demonstrates that you care about their needs. It can boost employee retention and also show other employees, who are not mothers, that they work for a company that cares about their employees.

The Costs

It may cost you some time and money to make the necessary accommodations, but these costs are not burdensome, especially when abiding by the law and respecting your employees. It does not have to be difficult or costly to make accommodations. Whether you block off a private conference room temporarily or supply your employee with a mini-fridge, it is crucial to take the right steps in protecting employee rights for breast pumping at work.

Do you need to stay up to date on California legislation in order to protect your business? RTR Consulting has more than 20 years devoted to developing effective and efficient Human Resources policies, procedures, and best practices for small to medium-sized businesses. Contact us today to learn more.

How to Clearly Outline Appropriate Workplace Behavior in Your Handbook

Smiling coworkers

Your employee handbook serves as both a legal and foundational tool for your business. It protects you from risks in the workplace, but also clearly communicates your company values and expectations. When it comes to appropriate workplace behavior, how do you effectively address the topic to keep your employees informed? RTR Consulting reviews the key elements in outlining this topic in your employee handbook.

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