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Monthly Archives / May 2015

  • May 28 / 2015
What's New

Study Group Referral

If you refer a friend or colleague to sign up & pay for the Study Group, you will receive 50% off your 2016 OCCAPA membership dues.

** Person must sign up and pay full price for the Study Group & does not include the 2015 Boot Camp
** Tell your friend/Colleague to mention your name upon sign up from now (5/28/15 through start     6/11/15) (2nd week of the study group).

They can register online today! www.occapa.com 

 

 

  • May 14 / 2015
What's New

2015 Study Group Flyer

2015 OCCAPA Study Group

Register online today!
www.occapa.com

Meeting Schedule:

Registration and Orientation 6/04/2015
Study group meetings Thursday 6/04/15 – 08/20/15
6:00pm to 9:00pm

Location:
Fountain Valley Sports Park, 16400 Brookhurst, Fountain Valley, CA 92708

Materials Required:
2015 APA Payroll Source & Commitment to Study

Registration Fee:
Early Registration Until 5/15/15 cost: $230.00
Late Registration 5/16/15 to 6/3/15: $280.00
At the Door: $300.00
Per Class for CPPs and FPCs: $50.00
(APA Payroll Source Not Included**)

  • OCCAPA offers 1 FREE year of membership* to any person that passes the CPP for the first time!
  • If you already have your CPP/FPC and you need RCH’s, you will earn RCH’s by attending Study Group.
  • If you already have your CPP and would like to facilitate a session, you will earn RCH’s. Please email studygroup@occapa.com to enquire!

*Membership is for 1 full year starting Jan 1st after having passed the CPP/FPC exam. Membership is non- transferable. Contact studygroup@occapa.com for more details.
**A limited number of 2015 APA Payroll Source books are available for purchase from OCCAPA.

  • May 05 / 2015
What's New

More on Sick Pay ……7/1/15

California Healthy Workplaces, Healthy Family Act

  • All employees must accrue paid sick days as of July 1, 2015 –one hour per 30 hours worked, up to cap of 48 hours/6 days
  • Accruals roll over but employer can limit use to 24 hours/3 days in a year OR 24 hours/3 days granted at beginning of each year, with no rollover or accrual
  • PTO policies may satisfy requirements
  • Balances must be reported on paystubs
  • New paid sick leave poster
  • Revised Labor Code 2810.5 Notice
  • DLSE FAQs – http://www.dir.ca.gov/dlse/Paid_Sick_Leave.htm
    Employer is any person employing another under any appointment or contract of hire 
  • Employer includes the state, political subdivisions of the state and municipalities

Covers all employees (with specific exceptions)

  • No minimum number of hours
  • Part-time or full-time
  • Regular, temporary or per diem
  • Exempt or non-exempt
  • No length of services with the employer, except that:
    1. An employee cannot use paid accrued sick days until 90 days of employment
    2. On or after January 1, 2015, an employee must work in California for at least 30 days in a year from the commencement of employment, intended to ensure coverage for employees from other states who visit California

PTO Policies

  • An employer can provide PTO or other “paid time off” to employees, in place of paid sick day
  • The PTO policy must; Satisfy all paid sick leave requirements (accrual, use, carryover), Specify any additional terms, Best practice; consider specifying that the PTO may be used for any reason, including for any reason covered by the new law
  • An employer may have different plans for different categories of employees (i.e. PTO for full time and paid sick days for part time)
  • With a compliant PTO plan, the employer does not have to separately designate or grant paid sick days

Reasons for Use & Definition of Family Member

  • For diagnosis, care, or treatment of an existing health condition of the employee or a family member
  • For preventive care (physicals, flu shots, etc.) of the employee or a family member
  • For an employee who is a victim of domestic violence, sexual assault or stalking to obtain relief, including medical attention and psychological counseling
  • Family member is Child, biological, adopted, foster, step, legal ward, or child to whom employee stands in loco parentis; no age or dependency status restrictions;
  • Parent is biological, adoptive, foster parent, stepparent, legal guardian or a person who was in loco parentis when the employee was a minor, Parent-in-law, through a spouse or domestic partner
  • Spouse, Domestic Partner
  • Grandparent, Grandchild
  • Sibling

— Miller Law Group

OCCAPA: Network. Learn. Succeed.