Small Business California will be sponsoring SB 1175[Mendoza]. This is a common sense bill that will require medical bills from physicians be submitted within 12 months of treatment for a workers’ compensation injury. FYI, Medi-Cal has a 6 month limitation during which it will accept medical bills. Medicare has a one year limitation.
SB1175 will provide for greater efficiency and transparency in the payment of a physician’s workers’ compensation medical billing.
See below another requirement of businesses. Note this is for businesses with 5 or more employees. Thank you Dennis for sending.
Small Business California
2311 Taraval Street
San Francisco, CA 94116
Hi Scott –
Everything an employer needs to know and access to what they need is here (article from the CEA April newsletter). Also, for a better understanding, consider signing up for the ½ webinar, link below. It’s free, and I’m going to do it myself.
Feel free to pass this on…. Based on the number of calls and emails I’m getting a lot of employers aren’t sure what to do.
|New Discrimination & Harassment Rules, April 1|
No foolin’, big changes are required for California employers on April 1st! The California Department of Fair Employment and Housing (DFEH) recently revised the Fair Employment and Housing Act (FEHA) regulations to protect more employees.
A Highlight of the Changes:
1. All employers with 5 or more employees are required to have a written anti-harassment, discrimination and retaliation policy which they must give to all employees.
2. Policies must prohibit unlawful harassment, discrimination and retaliation; contain a complaint process that allows employees to lodge a complaint to someone other than a direct supervisor; must state that confidentiality will be maintained throughout the complaint investigation to the extent possible; list all protected groups under the FEHA; tell supervisors to report all complaints to a company representative; and specify that anyone who complains of violations will not suffer retaliation.
3. If more than 10% of the employees in a given location “speak” a language other than English, employers must translate the policy into those languages.
4. Addition and definition of new protected classes of gender expression (a person’s gender-related appearance or behavior, whether or not associated with the person’s sex at birth), gender identity (a person’s identification as male, female, a gender different from the person’s sex at birth, or transgender), sex stereotype (an assumption about a person’s appearance or behavior, or ability or inability to perform certain kinds of work based on a myth, social expectation, or generalization about the individual’s sex), and transgender (a term that refers to a person whose gender identity differs from the person’s sex at birth).
5. Unpaid interns, volunteers and independent contractors are protected by the FEHA.
6. Transgender persons are now included as an eligible female employee disabled by pregnancy.
7. Employers may not discriminate against an applicant or employee because he or she holds or presents a driver’s license that can be issued to undocumented persons.
8. Notice A about employees’ FEHA rights and obligations regarding pregnancy, childbirth, or related medical conditions has been changed (see #4 below).
1. If you don’t have a written policy, you will need to develop one.
2. If you have a written policy, ensure it includes all of the required elements listed above.
3. CEA has developed a new sample policy for your convenience. Use this policy in place of your old policy.
4. Poster Change: The new regulations change the language in the current pregnancy disability leave poster “Your Rights and Obligations as a Pregnant Employee.” Employers must either purchase a new poster or download and print out the amended posting and pin it up next to your 2016 Labor Law Poster.
5. Your new/updated policy must be distributed to all employees, with a signed acknowledgment of receipt, on or before April 1, 2016.
For more information on this topic, See Counsel’s Corner.
Join us for a FREE 30 minute webinar on April 7th from 12:00-12:30pm
Click here to register now We’ll review the new FEHA regulations going into effect.
Go to the events calendar on our website to register now!
Guest Attorney: Peter Z. Stockburger, Dentons US, LLP.
California Employers Association | Regional Director
800.399.5331 | firstname.lastname@example.org| www.employers.org
Our mailing address is:
Small Business California
Add us to your address book
2311 Taraval Streetsan francisco, CA 94116
Add us to your address book
Please consider being a member of Small Business California! visit us at: http://www.smallbusinesscalifornia.org/
As a SB-Cal member, you will be called on to add your focus and insights into how California legislators should address small business issues, develop and support legislation and pro-active policy solutions to challenges faced by you as a small business owner. That is our strength; the force of informed small businesses acting together.
Small Business California engages in lobbying activities on behalf of its members. Approximately 35% of your dues contribution goes to support these lobbying activities, and, we believe, is not deductible as a business expense under Section 162(e) of the Internal Revenue Code.
unsubscribe from this list update subscription preferences