The Department of Labor's Office of Federal Contract Compliance Programs released new compliance assistance guides to help federal contractors understand their responsibilities and rights. The agency notes: "We are aware that there are private websites selling the Federal Contract Compliance Manual and technical assistance guides that OFCCP makes available free of charge. OFCCP cannot guarantee that these "for sale" versions found on private sites are current or accurate."

The EEOC released resources for employers regarding Component 2 filing of the EEO-1 Report. These resources include a sample form, an instruction booklet, a fact sheet, FAQs, and reference documents. The Component 2 EEO-1 Report filing period begins July 15, 2019 and covered employers must submit and certify 2017 and 2018 Component 2 compensation data by September 30, 2019.

 

SB 83 extends the paid family leave benefits-eligible employees may receive under the State Disability Insurance Program from six to eight weeks' maximum. The extended paid leave benefits begin July 1, 2020 for covered employees and July 1, 2021 for active duty military members, spouses, and family members. The legislation also requires the governor to propose, by November 2019, further expansion – in terms of duration and amount of benefits – and job protections for individuals receiving PFL benefits.

SB 188 was signed into law and expands the definition of race as a protected characteristic under the California Fair Employment and Housing Act (FEHA) to include traits historically associated with race, including, but not limited to, hair texture and protective hairstyles. The FEHA makes it unlawful for employers to engage in discriminatory practices such as hiring, promotion, and termination based on protected characteristics. The law is effective January 1, 2020.

The Fair Employment and Housing Council have issued final regulations that, in part, clarify the definition of "employer" to confirm statutory definitions and remove gaps in the application of the CA Fair Employment and Housing Act to newly established employers. This rulemaking action also clarifies existing harassment prevention training requirements. The effective date of the regulations is October 1, 2019.

The California Department of Justice released “Guidelines for the Security and Non-Diversion of Cannabis Grown for Medicinal Use” intended to clarify the laws governing enforcement, transportation, and use of medicinal cannabis.

 

When an employee injury occurs, after contacting your State or Federal OSHA as required, it is imperative to investigate all factors that lead to the incident. All incidents should be investigated no matter how minor the injury.

By finding out exactly what happened and why internal processes can be changed to help ensure a similar incident will not occur again.

The investigation should start with securing the scene of the situation and any witnesses of the incident. Of course, the main information to gather is what exactly happened. Other questions to ask may include:

When conducting investigative interviews with employees, reiterate that the purpose of the investigation is not to find fault with anyone, but rather to uncover facts that will assist in reducing injuries in the future.

Once the investigation is complete, it is time to determine if any corrective actions should be made such as procedural changes, changes to personal protective equipment, or additional training. If corrective action is taken, document the nature of the action, the date it was taken, and who is responsible for implementing.

A proper investigation will not only assist in the reduction of accidents but will also show your employees that we care about them and their safety.

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