Aley Moyer

California Expands Mandatory Paid Sick Leave

California Expands Mandatory Paid Sick Leave

On October 4, 2023, Governor Newsom signed Senate Bill (SB) 616 authorizing the expansion of California’s Paid Sick Leave law, the Healthy Workers Healthy Families Act of 2014. The new bill includes notable expansions to the amount of protected, paid sick time that must be provided to employees in California, as well as the amount of accrued time they are able to roll over from one year to the next. The new requirements take effect on January 1, 2024.

Background

In 2014, California enacted the Healthy Workplaces, Healthy Families Act of 2014 (“HWHFA”), providing California employees with mandatory paid sick leave. The HWHFA became effective on July 1, 2015.
Under the existing law, eligible employees accrue paid sick days at the rate of one hour per every 30 hours worked, beginning at the commencement of employment. The HWHFA applies to full-time, part-time, and temporary workers who work for the same employer for at least 30 days within a year in California and complete a 90-day employment period before taking any paid sick leave. Upon the oral or written request of an employee, an employer must provide paid sick days for the following purposes:

  1. Diagnosis, care, or treatment of an existing health condition of, or preventive care for, an employee or an employee’s family member; and
  2. For an employee who is a victim of domestic violence, sexual assault, or stalking.

The HWHFA defines “family member” to include the following:

  • A child, meaning a biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in loco parentis regardless of age or dependency status;
  • A parent, meaning a biological, adoptive or foster parent, stepparent or legal guardian of an employee or a person who stood in loco parentis when the employee was a minor child;
  • The employee’s spouse or registered domestic partner;
  • A grandparent;
  • A grandchild;
  • A sibling;
  • And a designated person, meaning a person identified by the employee at the time the employee requests paid sick days.

An employer may limit an employee to one designated person per 12-month period for paid sick days.

Although these basics remain the same under SB 616, the new law amends various provisions of HWHFA, requiring employers to revise their California paid sick leave policies to ensure compliance.

Accrual and Carryover

Under California law, accrued paid sick days must carry over to the following year and use-it-or-lose-it policies are prohibited. However, California employers may set a threshold accrual cap. Once an employee accumulates an amount of paid sick time that equals the cap amount, they stop accruing. Once an employee uses the sick time and their banked time falls below the cap, they immediately commence accruing leave again. The accrual cap also operates as a cap on the amount of unused leave employees can carry over from one year to the next.

  • Current Law: Currently, an employee’s banked, accrued paid leave may be capped at 48 hours or 6 days, whichever is greater.
  • New Law: Effective January 1, 2024, the cap increases to 80 hours or 10 days, whichever is greater.

Under SB 616, the default approved accrual formula of 1 hour of paid sick leave accrued for every 30 hours worked by the employee remains unchanged.

Frontloading

The HWHFA allows employers to frontload a specific amount of paid sick leave each year, rather than accruing hours.
• Current Law: Currently, the law requires employers that frontload to provide 24 hours or 3 days, whichever is greater.
• New Law: Effective January 1, 2024, the frontloading requirement increases to 40 hours or 5 days, whichever is greater.

Notably, no accrual or carryover is required if the full amount of leave is received at the beginning of each year of employment, calendar year, or 12-month period (i.e., frontloaded). Effective January 1, 2024, the term “full amount of leave” means five days or 40 hours.

Alternative Accrual Methods

Instead of using the standard accrual rate of 1 hour for every 30 hours worked, employers may use a different accrual method, as long as the method meets certain requirements.

  • Current Law: Currently, instead of using the standard accrual rate, the HWHFA allows employers to use a different accrual rate as long as employees accrue leave on a regular basis resulting in them having accrued no less than 24 hours of paid sick leave by the completion of their 120th day of employment and having that same amount by the completion of the 120th day in each subsequent year.
  • New Law: Effective January 1, 2024 employees must also have accrued no less than 40 hours (or 5 days) of paid sick leave by the 200th day of employment and that same amount by the 200th day in each subsequent year.

Use Caps

Employers must allow accrued paid sick leave to carry over from year to year. However, an employer may limit the use of paid sick days in each year of employment.

  • Current Law: Currently, the HWHFA allows employers to limit employees’ paid sick leave use per year to 24 hours or 3 days, whichever is greater.
  • New Law: Effective January 1, 2024, employers may limit employees’ annual use cap to 40 hours or 5 days, whichever is greater.

Employer Takeaway

As the new law goes into effect January 1, 2024, all covered employers should update their Paid Sick Leave policies to reflect the coming changes now. Additionally, employers should ensure they are prepared to implement procedures to comply with the new law, including wage statement compliance. Employers should also take care to update their Wage Theft Prevention Act Notice provided to all new hires (also known as a Labor Code section 2810.5 Notice). The Department of Industrial Relations will provide an updated template to reflect these changes, check the DIR Website HEREfor the release of the update.

If you have any questions about how this new law may affect your business or need assistance preparing compliant policies or revising your practices, please contact your attorneys at Bradley, Gmelich + Wellerstein LLP. We are here to help.

About the Authors

Jaimee K. Wellerstein, Esq. is a Partner and the firm’s Employment Team Head. Representing employers in all aspects of employment law, Ms. Wellerstein collaborates with her clients to develop proactive business and legal strategies to try to avoid workplace conflict and employment disputes. She provides legal advice and counsel to numerous businesses, including conducting individualized training programs for both management and employees. Ms. Wellerstein performs internal audits of her client’s employment practices to ensure compliance with the rapidly changing world of employment laws and guides investigations of employee allegations regarding harassment, discrimination, and employee misconduct.

When litigation cannot be avoided, Jaimee K. Wellerstein aggressively defends her clients against employment law claims in the state and federal courts, as well as at administrative hearings, arbitrations, and mediations. Having defended numerous representative and individual lawsuits on behalf of her clients, Ms. Wellerstein is a skilled litigator and negotiator with a broad spectrum of experience upon which to draw.

A frequent speaker on numerous topics, including employment law and contract law, Ms. Wellerstein regularly conducts training seminars and programs for managers and employees in all areas of employment practices and policies.

Michael J. Bruskin, Esq. is Special Counsel for the firm’s Employment Team Advice & Counsel Practice Group. Advising employers in all aspects of employment law, Mr. Bruskin develops deep relationships and working knowledge of his clients’ operational preferences and devises forward-thinking strategies to align business needs with risk mitigation and legal compliance. Mr. Bruskin performs internal audits of his client’s employment practices to ensure compliance with the rapidly changing world of employment laws and guides their employment and business strategies to create successful and lasting relationships with their employees.

/by
Aley Moyer

THE 2023 Q4 EDITION OF THE CALIFORNIAN IS NOW AVAILABLE

The 2023 fourth quarter edition of

The Californian: The Quarterly Newsletter of CALSAGA is now available!

 

Click here to read The Californian

/by
Kate

Recognize Your Employees

Read more
/by
Aley Moyer

The Californian Q3 2023 – Remembering Roy Rahn

, ,

Remembering Roy Rahn

Kate Wallace, Association Manager

Longtime CALSAGA supporter Roy Rahn passed away in May. During his time with the association Roy served as Board Member, President and finally as Executive Director. Roy retired from the United States Naval Reserve as Commander and served eleven years in law enforcement. Roy was a recipient of CALSAGA’s highest honor, the Al Howenstein Lifetime Achievement Award. ASIS International awarded Roy with the Vincent L. Ruffolo Legislative Advocate Memorial Award in 2017 for his efforts to improve the private security profession. Roy is survived by his wife of many years Laurie, five children and grandchildren. He will be missed by many. “We appreciate Roy’s many years of service to CALSAGA and to the industry,” said CALSAGA President David Chandler. “He was a friend to a lot of people, and he was a gentleman to everyone.”

From left: CALSAGA President David Chandler, Roy Rahn, Legal Advisor Barry Bradley and Treasurer Mark Miller in 2017

/by
Aley Moyer

The Californian Q3 2023 – Unlocking a Competitive Advantage

,

Unlocking a Competitive Advantage

Jordan Wallach, Belfry Software, Associate Member

Standing out in the security guard industry requires strategy and follow-through. Here are areas we’ve found that companies often prioritize, but then fall short:

When operational fires arise, client relationships are the first to fall by the wayside. Our recent survey found that despite being part of their initial job description, Operations Managers spend less than 10% of their time in front of clients. They’re simply spending too much time tracking down personnel or managing a patchwork of tools.

Here, the power of modern technology solutions becomes evident. First, this could halve the time spent that Operations Managers spend scheduling and managing reports – creating space to focus on strategic work and client relationships. But an intelligent system also quantifies the value of your services – locking in renewals and assisting in difficult contract negotiations.

It’s also critical to empower your team. While companies invest heavily in training hours, time & money is wasted when officers are equipped with outdated tools. Providing user-friendly technology that feels just like the tech they use at home means happier employees and less time spent troubleshooting.

This is where Belfry fits in. Our industry-leading software is designed only for security guard services businesses – allowing your team to focus on what makes your company unique: strong client relationships and strategic thinking. With Belfry, it’s about more than just software; it’s about helping you make your mark in the competitive security landscape. Let us help unlock your company’s true potential.

Jordan Wallach is the Co-Founder and CEO of Belfry, the modern operating system for security guard services companies and a CALSAGA Member. Prior to founding Belfry, Jordan was a consultant at McKinsey & Company and a Product Manager at Microsoft, building software used by millions of people worldwide. He has a bachelor’s degree in Data Science from Stanford University.

/by
Aley Moyer

The Californian Q3 2023 – TAKING CONTROL OF THE SITUATION: USE CASE FOR BODY-WORN CAMERAS AND VIDEO MANAGEMENT

, ,

TAKING CONTROL OF THE SITUATION: 

USE CASE FOR BODY-WORN CAMERAS AND VIDEO MANAGEMENT 

Jojo Tran, Telepath Corporation, CALSAGA Associate Member

Safety and accountability are critical elements of an effective workplace environment. Whether teaching in a classroom or managing security at a healthcare, every employee wants to feel safe and prepared in an emergency situation.

The body-worn camera makes this desire a reality. With devices now with full HD shift recording in 1080p, pre/post recording capabilities, and multiple ways to connect via Bluetooth and Wi-Fi, these devices provide footage of events as they occur.

AN ESSENTIAL TECHNOLOGY FOR SAFE SCHOOLS

Every day, school safety professionals face challenges and threats daily as they keep their communities safe.

Providing a real-time perspective during critical incidents when any action is required to protect students, teachers, or themselves is more important than ever. Body-worn cameras capture video and audio, providing accurate and disputable proof of incidents that occur on the grounds while strengthening the trust of the student body and the surrounding community.

Security process and share evidence with school administrators and local law enforcement.

Complying with policies and procedures on how footage should be stored, accessed, and viewed is a key to protecting students, right to privacy. Using video management with the body-worn camera and digital evidence management solutions enables you to do just that.

AN ESSENTIAL TECHNOLOGY FOR SAFER HEALTHCARE OPERATIONS

Security threats and acts of workplace violence in the healthcare industry are on the rise.

This not only undermines the safety of healthcare workers and their quality of patient care, but also places greater demand on healthcare security professionals. Equipping healthcare security with the tools they need to protect others and themselves is a vital part in mitigating workplace violence and creating a safer environment for healthcare operations.

Securely process and share evidence with local law enforcement.

Adherence to Health Insurance Portability and Accountability Act (HIPAA) laws and local privacy regulations dictating how footage should be accessed and viewed is key to safeguarding patients’ health information and right to privacy. Managing your videos and digital evidence solutions enables you to prepare, process, and share high-quality video evidence from your suite of body-worn cameras in a way that meets privacy regulations.

AN ESSENTIAL TECHNOLOGY FOR PROFESSIONAL SECURITY OPERATIONS

Workplace violence is rising, bringing more significant demands for security professionals.

Often on the first line in corporate offices, retail outlets, hospitals, and schools, they are responding to increased incidents of aggression. Those who don’t feel safe at work are more likely to leave the company, utilize employer health care services at a higher rate, or bring legal insurance claims against their employer when a safety incident occurs. Providing a security professional’s perspective of an incident when they must use force to protect themselves or the property, they are responsible for is more critical than ever.

Confidently process and share evidence with local law enforcement

Video footage from body-worn cameras can be securely offloaded to video manager systems. It can be accessed by authorized personnel by securely logging in from any computer or tablet connected to a network. It also provides capabilities to links for secure sharing with external agencies for seamless collaboration.

Body-worn cameras are designed for those security professionals who may encounter threats of violence.   These devices can feature rugged exteriors, full shift recording, and provide extended footage of events as they occur, allowing immediate response and providing indisputable evidence.

JoJo Tran is Chief Executive Officer of Telepath Corporation. Tran joined Telepath in 1990 and became CEO in September 2010. Previously, he headed several business units at Telepath, including mission critical infrastructure, customer service, sales and mobile team. Mr. Tran’s vision is to be the industry’s premier sales, service and program management company. Customers and partners will see Telepath as an integral to their success. Telepath will anticipate their needs and deliver on every commitment. People will be proud to work at Telepath. Telepath will create opportunities to achieve the extraordinary and will reward their success.

/by
Aley Moyer

The Californian Q3 2023 – The Secure 2.0 Act of 2022

,

The Secure 2.0 Act of 2022

Nina De Forge, TEAM Software by WorkWave, CALSAGA Network Partner

In a move that could have a huge impact on employee morale, retention and recruitment,  President Joseph R. Biden signed the Secure 2.0 Act of 2022 into law to change the tax rules that apply to employer-provided retirement.

This new legislation is designed to encourage workers to save more for their future retirement and improve retirement savings opportunities. Some of the provisions already took effect on Jan. 1, 2023, while others take effect at the beginning of next year and into 2025. In total, there are 92 retirement-saving provisions, which include the following key benefits:

  • Automatic enrollment, automatic escalation
  • Catch-up contribution increases
  • Optional Roth treatment of employer contributions
  • Expanded eligibility for long-term, part-time employees
  • Treatment of student loan payments for matching contributions
  • Emergency savings accounts linked to retirement plans
  • Saver’s match, immediate incentives for participation
  • Expanded credit for retirement plan administrative costs

The Secure Act 2.0 also requires that employers make significant adjustments for their workers, which may need extensive IRS and DOL guidance. Additional IRS guidance is expected in late August or early September, based on findings from the open comment period.

Ensuring that staffers are informed of all the changes and know what actions are required of them will most likely require assistance from third-party administrators, pre-approved sponsor plan documents and updates to policies and administrative systems.

Increasing Administrative Responsibilities

Because of the retirement plan reform, business owners may have to take on heavier administrative burdens that could require more time and energy in terms of human resource departments.

Employers can also expect increased responsibilities in terms of keeping employee data up to date, as well as providing a series of communications updating payroll providers and third-party plan administrators.

Consult With Plan Administrators

Even though a significant number of the SECURE 2.0 Act provisions will take some time before they’re actually effective, as a business owner, there’s a few steps that you can take to make sure you’re prepared.

Businesses can begin to sponsor an employee retirement savings plan now, as opposed to waiting. The current labor market is particularly competitive in a number of areas – and the same is true in regards to financial advice or tax services. Also, applying available tax credits can offset some start-up costs, which makes this a great time to take action.

Educate Your Workforce

For business owners, a more robust retirement plan program will mean creating new educational resources or making significant updates to the learning tools already available to employees. Training may be necessary for companies who will have to comply with new regulations, since technology is available to help equip workers with the tools that they need to take advantage of newly available tax benefits.

Naturally, it may also be necessary to educate staffers on the changes to the retirement system as a whole. Participants and beneficiaries may wish to update their estate plans to account for differences in the amount and timing of retirement plan distributions.

Speak to Your Software Provider

If you use an integrated workforce management or ERP system to manage your human resources department, benefits and payroll activities, know that there is a plan in place for feature enhancements to cover new regulation requirements, such as automatic enrollment.

Learn more about available human resource tools by visiting teamsoftware.com or click the following link to set up a demo: Learn More.

Nina has 20 years of experience developing, managing and implementing applications with a focus on tax filing, payroll, benefits administration, and human capital. For the past 5 years, she has been working as a product owner at TEAM Software by WorkWave, where she combines her depth of knowledge and collaborative style with like minded product innovators.

/by
Aley Moyer

The Californian Q3 2023 – The Value of Data, Analysis and Exception-Based Reporting

, ,

The Value of Data, Analysis and Exception-Based Reporting

Josh Petro, TEAM Software by WorkWave, CALSAGA Network Partner

Security businesses are often faced with this common data challenge: they possess a wealth of information but struggle to extract meaningful insights from it. Without that meaning, data is simply a collection of numbers on a page, leaving decision makers without concrete evidence, trends or patterns to help inform their next steps forward.

It’s important to be able to leverage the power of reporting and data analysis to transform raw information into actionable knowledge that provides business value. But doing so is easier said than done – especially when you’re already stretched thin by the demands of your business.

To help, I’m sharing key approaches to data management and analysis every security company should consider when striving to become more data-driven.

Exception-based reporting: Focusing attention and taking action

What does it mean to monitor by exception? Simply this: instead of closely monitoring every aspect of a process or operation, you set parameters or rules to identify and flag anomalies, irregularities, or significant deviations from expected outcomes. Instead of always monitoring everything and all at once, exception-based reporting operates in the background of your system, offering insights when issues need to be addressed.

In the security industry, a key exception you might experience is a missed shift or no-show by a guard. In this example, an exception-based monitoring system can compare scheduled shifts with actual attendance records or clock-in data. That way, if an expected timekeeping activity is not recorded within a specific time frame, the system will trigger an alert or notification, highlighting the exception. Think of it like this: you don’t need to see a report or receive a notification every time someone clocks in – that’s business as usual. You want to know when something isn’t going to plan so you can fix it before it becomes an issue.

This kind of reporting is key in helping security companies proactively manage their workforce, speed up incident response, minimize disruptions and maintain a high level of service delivery.

Data analysis: Extracting value from big data

The words “big data” are often used to describe a situation when organizations have access to vast amounts of information. When you’re dealing with large volumes of data, it’s especially important to have effective strategies in place to analyze and gain meaningful information from it.

One approach to accomplishing this is through the methodology of tiered reporting. Tiered reporting provides a structured approach to organizing data by using tiers. This allows for easy access and retrieval of specific data sets, making it simpler to identify relevant information for analysis. Tiered reporting also enables businesses to create user-specific reports tailored to the needs of different individuals and departments, based on the tiers of information that matter to them. This helps ensure the right people are able to make informed decisions based on their specific roles and needs.

Tiered reporting supports an exception-based approach, as businesses can establish KPIs – key performance indicators that can serve as benchmarks for your business performance – for each tier. When tracking these KPIs against predefined metrics, you can enhance your performance monitoring and identify areas for improvement.

Visualizing data with dashboards and business intelligence

Effective data visualization is essential for understanding complex information at a glance.

Dashboards provide an intuitive and user-friendly interface to monitor KPIs, trends and outliers. Through customizable visual representations – like charts and graphs – different stakeholders can gain insights into the health of their department or the business as a whole. It’s also important to be able to automate the sharing of these enterprise data reports with users on a schedule. That way, stakeholders can monitor data on a consistent cadence, increasing their ability to spot variances and make adjustments when needed.

Even within the same industry, though, every security business is unique. As you approach data visualization, ensure the tools you are using to do it can accommodate customized reports and analysis models based on your specific needs. In some cases, this may mean working with a tool with a separate business intelligence module that helps you look at your data in the way you want to look at it – and in a way that tells a clear story.

The future of data analysis and predictive analytics

As technology continues to evolve, the field of data analysis is on the brink of even more advancements. Predictive technologies are gaining momentum, with automation and artificial intelligence playing a significant role in how companies will be looking at – and interpreting – their data.

Even with these advancements, every security company needs an integrated workforce management solution that can first gather and record your operational and back-office data in an accurate way, promote shared data across all team members and then interpret those findings to achieve sustainable growth. Without this, you’ll be stuck in a never-ending cycle of looking at numbers – and only numbers – on a page.

To learn more about implementing a data-driven strategy into your security business, visit teamsoftware.com.

Josh has been supporting customers for over a decade. After working as a Product Manager for over three years, he moved into a director role at the beginning of 2023, where he has continued to express his passion for crafting products that truly enrich the lives of others.

/by
Aley Moyer

The Californian Q3 2023 – Cal/OSHA Employer Reporting Requirements for Work-Related Fatalities & Severe Injuries

,

Cal/OSHA Employer Reporting Requirements for Work-Related Fatalities & Severe Injuries

Shaun Kelly, Tolman & Wiker, CALSAGA Preferred Broker

Hope everyone is doing well and coping with the extreme heat we are experiencing. (Please remember to educate and train your employees on heat illness and injury prevention).

This article is to inform you about your responsibilities as employers to report Work-Related Fatalities and Severe Injuries to Cal/OSHA. This is a requirement of all employers and must be reported within 8 hours of your knowledge of serious injury or illness. Failure to report within 8 hours of acknowledgement may result in a minimum penalty of $5,000.

Who has jurisdiction over California Employers, Cal/OSHA or OSHA (Fed)?

Cal/OSHA has jurisdiction over almost every workplace in California. This means Cal/OSHA is the main government agency authorized to inspect California workplaces for occupational safety and health violations. Cal/OSHA also issues permits, licenses, certifications and registrations to ensure that work is performed safely.

Cal/OSHA lacks jurisdiction in only a few limited areas. Some of these areas are listed below. (DISCLAIMER: This list of areas outside Cal/OSHA jurisdiction is not a definitive, exhaustive list. There are exceptions to the list and other areas not listed. If you have a question about Cal/OSHA jurisdiction, please contact the Cal/OSHA Legal Unit at 510-286-7348.)

Federal Occupational Safety and Health Administration (OSHA) jurisdiction

Federal OSHA has jurisdiction with regard to the following:

  • United States Government employees;
  • United States Postal Service (USPS) contractors and contractor-operated facilities engaged in USPS mail operations;
  • Private sector employers within the borders of all U.S. military installations;
  • Private sector employers within the borders of all U.S. national parks, national monuments, national memorials, and national recreation areas;
  • Private sector and tribal employers within the borders of all U.S. Government-recognized Native American reservations and trusts lands;
  • Maritime employment (except marine construction, which Cal/OSHA covers on bridges and on shore) on the navigable3 waters of the United States. Maritime employment includes:
    1. Longshore operations on all vessels from the shore side of the means of access to the vessels.
    2. Shipbuilding, shipbreaking, and ship repair on vessels afloat; shipbuilding, shipbreaking, and ship repair in graving docks or dry docks; ship repair and shipbreaking done on marine railways or similar conveyances used to haul vessels out of the water. This includes ship repair activities from a scaffold or other equipment adjacent to the ship that allows employees direct access to perform work on the vessel.
    3. Floating fuel operations.
    4. Diving from vessels afloat on navigable waters.

Cal/OSHA Definition of Serious Injury or Illness

With regard to reporting to Cal/OSHA, a serious injury or illness is now defined as one involving:

  • inpatient hospitalization, regardless of length of time, for other than medical observation or diagnostic testing;
  • amputation;
  • loss of an eye; or
  • serious degree of permanent disfigurement.

Accidents that result in serious injury or illness, or death that occur in a construction zone on a public street or highway are now included by statute. Work-related injuries, illnesses and deaths caused by the commission of a Penal Code violation are no longer excluded from the definition of “serious injury or illness”.

A serious exposure is now defined as an exposure to a hazardous substance that occurs as a result of an incident, accident, emergency, or exposure over time and is in a degree or amount sufficient to create a realistic possibility that death or serious physical harm in the future could result from the actual hazard created by the exposure.

Reporting Requirements

  • Every employer shall report immediately to the Division of Occupational Safety and Heath any serious injury, illness or death, of an employee occurring in a place of employment or in connection with any employment. The report shall be made by the telephone or through a specified online mechanism established by the Division for this purpose. Until the Division such mechanisms available, the report may be made by telephone or email.
  • Immediately means as soon as practically possible but not longer than 8 hours after the employer knows or with diligent inquiry would have known of the death or serious injury or illness. If the employer can demonstrate that exigent circumstances exist, the time frame for the report may be made no longer than 24 hours after the incident.
  • Whenever a state, county, or local fire or police agency is called to an accident involving an employee covered by this part in which a serious injury, or illness, or death occurs, the nearest office of the Division of Occupational Safety and Health shall be notified by telephone immediately by the responding agency.
  • When making such report, the reporting party shall include the following information, if available:
  1. Time and date of accident.
  2. Employer’s name, address and telephone number.
  3. Name and job title, or badge number of person reporting the accident.
  4. Address of site of accident or event.
  5. Name of person to contact at site of accident.
  6. Name and address of injured employee(s).
  7. Nature of injury.
  8. Location of where injured employee(s) was (were) moved to.
  9. List and identity of other law enforcement agencies present at the site of accident.
  10. Description of accident and whether the accident scene or instrumentality has been altered.
  • The above reporting requirements is in addition to any other reports required by law and may be made by any person authorized by the employers, state, county, or local agencies to make such reports.

The well-being and protection of your employees is a priority. Effective implementation and training on your safety policies and procedures help to prevent workplace injuries and illnesses, however not allaccidents can be prevented. Having the proper procedures in place after an accident is just as important to mitigate the injury or illness for your employee’s well-being.

Take care and please be safe.

Shaun Kelly joined Tolman & Wiker Insurance Services in 2005.  He specializes in all lines of property and casualty insurance for industries including contract security firms, agriculture, construction, oil and gas. Shaun received a BS in Business Administration with a major in Finance from California State University in Fresno, California. He is an active member of several industry associations, including the Association CALSAGA, the Kern County Builders Exchange and the Independent Insurance Agents of Kern County. Shaun can be reached at 661-616-4700 or skelly@tolmanandwiker.com.

/by