Aley Moyer

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

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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.

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Aley Moyer

The Californian Q1 2023 – Profitability in a New Year

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Profitability in a New Year

Brandy Tomasek, TEAM Software, CALSAGA Network Partner

One of the most straight-forward ways to increase job profitability is to decrease job-related spending. As much of the world faces the possibility of a recession, decreasing spending is top of mind across industries. 

Still, it can seem impossible to cut back on necessary expenditures. Our industry-specific labor market analysis suggests ongoing competitiveness. Labor and overhead – already a significant portion of a security company’s expenses – will likely remain high. 

That’s why it is more important than ever to maintain a clear and accurate picture of your profitability. Job costing should be the driving data force behind every decision you make. 

Job costing: explained

Job costing is an accounting term that enables a business to track costs by individual jobs. The more granular detail you can gather, the more opportunity you have to protect your profit margins. That’s why getting accurate numbers and recording each one down to the job level is so important in protecting profitability – and helping support a data-backed strategy to help you operate better in the future.  

Typically, companies have some kind of process in place that is capturing a 1,000 foot view of profitability. Opportunities are often missed by neglecting to calculate true cost overhead expenses into job-level data. This can include anything from payroll taxes and workers comp, to general liability insurance, supplies, fuel and more. When you don’t account for a portion of these expenses as a cost per job, you really aren’t getting an accurate picture of what it took from your expense budget to service that contract. As labor and supply shortages continue, continuing to take on unprofitable contracts can be dangerous to your resources, time and bottom-line. 

Here’s how job costing should work as a part of your back-office system: 

Process every financial transaction with an associated job number. That includes everything from payroll, to accounts receivable and payable, to adjusting journal entries. At TEAM Software, we’ve built our software solution to include even more features that allow for payroll taxes and miscellaneous insurance costs to be taken down to the job level, based on payroll dollars at that specific job. 

After recording all associated activity to the job level, the rendered data can be used to review accurate accounting practices, compare the data to budgets and (of course) make sure you’re profiting. This information can and should be heavily relied upon for contract renegotiation and bidding future work that might be similar to an existing job.

This kind of feature, when built as a part of an integrated software solution that connects operations, accounting and finance, and the back-office, really sets up security companies to scale, even when times are tough. Remember, your clients are likely seeking to conserve costs as much as you are. Reliable and accurate data gathered through activities like job costing give you the tools to provide clear reporting on the services – and value – you’re delivering on each job. Having this data gathered in one integrated software solution also helps preserve knowledge in the case of turnover at the back-office level, too. 

Now’s the time to fine-tune processes

In an age where manpower is harder to come by, improving back-end systems and software solutions can create efficiencies to reduce your dependency on added overhead. Not only does it shed light onto how much money your company has brought in for a particular job, it provides clear data on how much money your company actually made per job. Once you have this knowledge, you can better allocate resources, adjust SLAs and billing, and fine-tune operations so that you are curbing costs and maximizing profit as much as possible in a tightened economy. 

If you’re new to job costing, remember the industry experts at TEAM Software are always available to help support your goal of reducing costs, maximizing opportunities and supporting profitability. 

Brandy Tomasek joined TEAM Software by WorkWave in 2016. She’s a part of the Client Experience team, working as a Sr. Implementation Lead and Business Consultant. Prior to joining TEAM Software, Brandy earned a Bachelor’s degree in Management and Marketing, as well as her MBA in Organizational Leadership. Brandy’s professional experience spans a range of disciplines from back office accounting to management and leadership in various industries.

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Aley Moyer

The Californian Q1 2023 – Polished and Professional: 7 Tips to Building Your Brand

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Polished and Professional: 7 Tips to Building Your Brand

Tony Unfried, CEO, CSA360 Software, Inc

Security companies play a crucial role in ensuring the safety & security of people & businesses. With the rise of technology, security companies have become increasingly competitive, & it’s essential to have a polished brand that sets you apart from the rest. Here are some ways that security companies can make sure their brand is professional & stands out.

1. Professional staff: Your staff is the face of your company and the first point of
contact with clients. It’s essential to have well-groomed and professional staff,
who represent the company’s values and standards. Encourage your staff to wear a uniform that represents the company and ensure that they are well- informed about company policies and procedures.

2. Website: Your website is often the first impression that potential clients will
have of your company. It should be professional, user-friendly, and easy to
navigate. Make sure your website is up to date, with accurate information
about your services and contact details. Use high-quality images and videos to
showcase your services and include testimonials from satisfied clients.

3. Social Media: Social media platforms can be a powerful tool for promoting
your brand and connecting with potential clients. Use social media to share
updates about your company, industry news, and promotions. Make sure your
social media profiles are professional, with a consistent look and feel.

4. Marketing Materials: Consistent branding across all marketing materials helps
to establish a strong and recognizable brand. Use the same colors, logo, and
font in all your marketing materials, including business cards, flyers, and
brochures.

5. Customer Service: Excellent customer service is essential in building a strong
brand. Respond promptly to customer inquiries and ensure that clients are
satisfied with the services provided. Encourage clients to provide feedback and
use this feedback to improve your services.

6. Training: Regular training and development programs for your staff can help to
improve their knowledge and skills and ensure that they are equipped to
provide the best possible service to clients. Regular training also helps to foster
a positive company culture and promote a sense of teamwork among staff.

7. Reputation Management: Your online reputation is crucial in establishing a
professional brand. Monitor online reviews and ratings and respond promptly to
any negative feedback. Encourage clients to leave positive reviews and use
this feedback to improve your services.

Building a professional brand is essential for security companies in today’s competitive market. A polished brand helps to establish trust and credibility with clients and sets your company apart from the rest. By focusing on professionalism, a user-friendly website, consistent branding, excellent customer service, training, and reputation management, security companies can ensure that their brand is polished and stands out. CSA360 Software can help you with all your needs from your website to your operations platform.

Tony Unfried, CEO of CSA360, holds a master’s degree in Public Affairs and Criminal Justice from Indiana University, where he graduated with honors. While enrolled in his master’s program, Tony worked for The TJX Companies, Inc., leading the region in loss prevention and moving the company toward technology use in Security. Tony went on to join the most significant security company in Indiana, managing more than 500 employees and 50 sites, including the Indiana Convention Center, Bankers Life Fieldhouse, and Ruoff Home Mortgage Music Center. Seeing a noticeable gap in technology use in the physical security sector, Tony created his first security software application, launched at the Super Bowl in 2012, and recognized twice for Excellence in Mobile Technology by Techpoint. Tony has also spoken on Tech in Physical Security on panels with ASIS and IAVM.

 

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Aley Moyer

The Californian Q1 2023 – Recruiting That Works Requires a Recipe for Success

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Recruiting That Works Requires a Recipe for Success

Anne Laguzza, CEO – The Works Consulting, Network Partner

Do you have a recruiting plan? I am not talking about a haphazard list of open positions. I am talking about a detailed recruiting plan. In our current talent shortage, having an actual detailed plan is now more important than ever.

Many leaders feel pressure to hire immediately, and while rushing to do so, don’t take the time to develop a plan. Even experienced leaders need a plan to ensure that the best person is hired for the position that they have. 

Why have a recruiting plan? 

In hiring, you want consistency. Consistency leads to high performing teams that match your values and generate the best results for your business. You want to follow the same recipe every single time. 

Consider a recipe for muffins. In order to produce the same delicious, light and fluffy muffins every single time, you must follow the recipe exactly as listed. Any deviation from the list of ingredients and instructions will result in a completely different muffin. They could taste great or need to be tossed out.

THIS is why you need a recruiting plan. It is your “recipe” if you will, of how you will select new team members. You will follow the recruiting plan over and over again to ensure that you hire the best people for your position. You want to consistently hire the people that you need for your team to grow – not a “let’s see what happens” approach.

The benefits of a well thought out recruiting plan are:

  • It saves time.
  • It keeps you and others focused.
  • It maintains organization and consistency.

Some components of a good recruiting plan:

  • A job description or understanding of responsibilities.
  • Identification of the non-negotiables for a position.
  • Detailed behavioral characteristics and skills that are required for this position.
  • An engaging job posting.
  • Development of a job posting strategy – sources, timing, etc. 
  • Established interview questions.
  • A defined process of who will be involved in interviews and when.
  • A recruiting timeline with an estimated start date. 

Developing an effective recruiting plan takes time up front to plan. The time invested up front will save you time later on in performance management and having to refill the position if the person selected doesn’t work out. Not to mention the cost your bad hiring decisions have on team morale.

Hiring is likely THE most important thing you’ll do as a leader. Every time you have an opening on your team, you have an opportunity to evaluate the current strengths and identify what skills and qualities you need to help your team grow.

Don’t throw this opportunity away. You have a very important job as a leader and your current people are counting on you to carry out that responsibility by finding and hiring only the best people. Every single time.

Anne Laguzza is the CEO of The Works Consulting, a CALSAGA Network Partner. As a seasoned business executive with human resources management, leadership development, and performance coaching experience, Anne works with clients from a variety of industries to develop better systems, maximize employee productivity, and enable management to focus on business growth. For more information, check out theworksconsulting.com or email anne@theworksconsulting.com. You can also find Anne on Instagram and LinkedIn.

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Aley Moyer

The Californian 2022 Q4 – California Tips the Scales: Employers’ New Obligations to Comply with Pay Transparency and Pay Data Reporting Requirements

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CALIFORNIA TIPS THE SCALES: EMPLOYERS’ NEW OBLIGATIONS TO COMPLY WITH PAY TRANSPARENCY AND PAY DATA REPORTING REQUIREMENTS

Saba Zafar, Esq. and Jaimee K. Wellerstein, Esq., Bradley, Gmelich + Wellerstein, CALSAGA Legal Advisor

On September 27, 2022, Governor Gavin Newsom signed Senate Bill 1162 (“SB 1162”), an expansive pay transparency and pay data reporting bill requiring employers to include pay ranges in all job advertisements effective January 1, 2023.  SB 1162 also makes significant changes to California’s existing pay data reporting requirements. 

What Do California Employers Need To Know About SB 1162?

SB 1162 has two components that will be codified under Labor Code section 432.3 and Government Code section 12999. The first relates to pay transparency and the second to the pay data report that is submitted to the Civil Rights Department (“CRD” – formerly the Department of Fair Employment and Housing).

1. Pay Transparency (Labor Code section 432.3) – Employers must comply with certain pay scale transparency requirements:

a. Employers with 15 or more employees must include the pay scale for a position in any job posting. This applies even if the employer engages the services of a third party to announce, post, publish or otherwise make a job posting known.

b. All employers must, upon reasonable request, provide the pay scale for a position to an applicant applying for a job (this was already a law but is a good reminder).

c. All employers must, upon request, provide an employee with the pay scale for the current job for which they are employed. 

d. Employers must also maintain records of a job title and the wage rate history for that job for the each employee for the length of the employee’s employment and then for three years after the employee’s separation of employment. The Labor Commissioner can audit these records. 

As to what constitutes a pay scale, it simply means “the salary or hourly wage range that the employer reasonably expects to pay for the position.” If the employer pays a set salary or hourly wage, then the employer should include that amount in the job posting. 

As a reminder, employers may not inquire about an applicant’s salary history. What can employers still do? Employers can still inquire about an applicant’s salary expectations.

2. Pay Data Reporting (Government Code section 129999) – Employers with 100 or more employees (“Covered Employers”) were already required to report pay data to the CRD and could previously have submitted the same EE0-1 report that they submitted to the Equal Employment Opportunity Commission (“EEOC”). Under amended Government Code section 12999, Covered Employers will have to meet some additional requirements. Below are some of the pertinent (but not all) changes:

a. Covered Employers must submit the pay data report by the second Wednesday of May of each year, rather than in March as previously required;

b. The report must include the number of employees by race, ethnicity, and sex for 10 job categories listed in the Code.

c. The report must also include the mean and median hourly rate for each job category for each combination of race, ethnicity, and sex. 

d. Covered Employers who contract with labor contractors must provide a separate report to the CRD. 

e. Employers can pick any pay period between October 1 and December 31 of the reporting year. 

What’s The Penalty for Non-Compliance?

It is incredibly important for employers to comply with these requirements, not just because it is the law, but also because non-compliance comes with penalties. 

For violations of Labor Code section 432.3, an aggrieved person may file a written complaint with the Labor Commissioner within one year after the person learns of the violation. Upon finding of a violation, the Labor Commissioner may assess penalties between $100 and $10,000 per violation!

For violations of Government Code section 12999, the CRD may assess penalties for a failure to file a report up to $100 per employee for the first violation and up to $200 per employee for each subsequent violation (for an employer with 100 employees, that is $10,000 for the first violation and $20,000 for each subsequent violation).

Employer Takeaway: Comply! Comply! Comply! If you do not already have data regarding pay scale for various positions, you should start compiling it now so that you are ready when an employee or applicant inquires about the pay scale for a position or when you need to include the pay scale on a job posting. For the pay data report to the CRD, since the data need only be for one pay period, employers should start compiling this information now so you are prepared to report it in May. As always, the attorneys at Bradley, Gmelich & Wellerstein, LLP are here to answer any questions you may have about this new law or its impact on your business. 

 Saba Zafar is Special Counsel in Bradley, Gmelich & Wellerstein LLP’s Employment Law Department. Ms. Zafar has over a decade of experience as an attorney, primarily in employment law. Ms. Zafar focuses her practice of providing strategic advice and counsel in all aspects of employment law and workplace matters, including drafting and implementation of HR policies and procedures, Employment Handbooks, providing advice to clients on personnel issues as well as general business matters.

 

 

Jaimee K. Wellerstein, Esq. is a Partner at Bradley, Gmelich & Wellerstein LLP, and the Head of the firm’s Employment Department. Jaimee concentrates her practice in representing employers in all aspects of employment law, including defense of wage and hour class actions, PAGA claims, discrimination, retaliation, harassment, wrongful discharge, misclassification, and other employment related lawsuits. She also provides employment counseling and training in all of these areas.

Jaimee routinely represents employers in federal and state courts and in arbitration proceedings throughout the state, as well as at administrative proceedings before the Equal Employment Opportunity Commission, the California Department of Labor Standards Enforcement, the United States Department of Labor, and other federal and state agencies.

Jaimee assists as a Legal Advisor to CALSAGA, and is a member of ASIS International. She is rated AV-Preeminent by Martindale-Hubbell, the highest peer rating available. jwellerstein@bgwlawyers.com

About Bradley, Gmelich & Wellerstein LLP

Founded in 2000, Bradley, Gmelich & Wellerstein, LLP is dedicated to providing sound advice and exceptional results for our clients. Our twenty-five plus skilled, dedicated and diverse attorneys represent individuals and businesses of all sizes in a wide variety of business, employment law and litigation matters.  www.bgwlawyers.com.

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Kate

Time is running out to register!

There are only a few hours left to register for the 2022 CALSAGA Annual Conference!

We have already given you three reasons why you should attend the 2022 CALSAGA Annual Conference. 

What are you waiting for? Registration closes on Thursday!

In case you still aren’t convinced, here are three more reasons, you should attend.

  • Our Exhibitor Hall is sold out! You will have the opportunity to connect with sponsors and vendors who provide goods and services that you need to operate your business.
  • The BSIS Chief and BOTH Deputy Chiefs will address our members and take your questions. You will definitely want to stay for the last session of the conference on Thursday.
  • Gain confidence that your company is in compliance. The conference kicks off on Tuesday afternoon with the session BSIS Bootcamp. Are you really sure that you are doing everything to avoid fines or worse? Get reassurance by attending this session!

Register for the Annual Conference

View the Annual Conference Schedule

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Once you register for the Annual Conference, don’t forget to download Whova, the CALSAGA Annual Conference platform.
It is available in the Google Play Store and the Apple App Store.

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Kate

Three reasons that you need to attend the 2022 CALSAGA Annual Conference

Three reasons that you need to attend the 2022 CALSAGA Annual Conference

  • Get up to date on all of the information that affects you and your business plus potentially life saving information for you and your officers. Find out about new laws and HR protocols, learn about changes to security officer training, and get the forecast for what you can expect in rising insurance costs. Unfortunately, the Unites States is currently on a 73% pace of increased mass public shootings over the year 2020 – make sure that you attend the session “Surviving the Lethal Threat!”
  • Meet and network with peers, industry leaders and BSIS leadership. The agenda includes lots of opportunities for socializing and connection! This year we will have a brand new interactive event on the first day of the conference. Bonus: It includes a hosted bar.
  • Enjoy great food and accommodations. If you’ve attended other conferences then you know that event food is not usually very good. That is not the case with CALSAGA’s Annual Conference! We have a delicious and plentiful menu planned. Agua Caliente Rancho Mirage is a luxury hotel with a variety of ammeities. They have offered us an exceptional room rate of $119.99 per night. Rooms must be booked by Monday, October 3rd to receive this rate. Contact the hotel directly for room reservations: 800-854-1279 & ask for the CALSAGA block to receive your discounted rate.

Register for the Annual Conference

View the Annual Conference Schedule

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Once you register for the Annual Conference, don’t forget to download Whova, the CALSAGA Annual Conference platform.
It is available in the Google Play Store and the Apple App Store.

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Kate

Notice Of CALSAGA Board Of Directors Nominations

NOTICE OF CALSAGA BOARD OF DIRECTORS NOMINATIONS

This information was originally emailed to Authorized User contacts for PPO, PSE and PSTF members on August 12th. If you did not receive it, please contact members@calsaga.org as soon as possible to ensure that you receive future election communications and electronic ballots.

CALSAGA is pleased to announce that the nominations period is now open for members who are interested in serving on the 2023-2024 CALSAGA Board of Directors. Elected Board Members will serve a 2-calendar year term on the Board of Directors, commencing January 1, 2023. The deadline for nomination submissions is the close of business, Friday, September 16, 2022.
The eleven Directors on the Board are responsible for the governing, operations, planning, and general business matters of CALSAGA. CALSAGA is non-profit corporation and is governed by bylaws, articles of incorporation, and state law. The Board meets every other month and Directors must make a commitment to attend these meetings. It is largely due to the commitment of Board members, and all other volunteers, that CALSAGA has been successful over the past 25+ years in representing the security industry’s interests in California.

ELECTION APPOINTMENT AND PHASES
The election and appointments are done in 3 Phases:

  • Phase I – Executive Committee
  • Phase II – Northern/Southern California Directors
  • Phase III – Directors-At-Large: Will be appointed by the new Board of Directors after they take office in January 2023.

Phase I and Phase II will be voted upon electronically by the membership (see timetable below)

AVAILABLE POSITIONS:
Note: Candidates can submit nominations for both the Executive Committee and for the Northern/Southern California Director Positions. The votes will first be tallied for the Executive Committee; if an individual is elected to the Executive committee, their name will be withdrawn prior to the tally for the Northern/Southern California Positions.

Executive Committee Directors [without regard to geographical location in California]: 

  • President
  • Vice President
  • Vice President
  • Treasurer
  • Secretary

Directors

  • Northern California Director
  • Northern California Director
  • Southern California Director
  • Southern California Director

Non-Elected Appointed Positions
Note: There is no general membership election for these positions. These positions will be appointed by a majority vote of the new Board of Directors after January 1, 2023, at the first Board of Directors Meeting in January 2023. Submissions of Interest will be accepted prior to the January 2023 Board of Directors Meeting.

  • Director-At-Large
  • Director-At-Large

ELIGIBILITY:
Nominees must be a primary or secondary contact of a Private Patrol Operator, Proprietary Security Employer or Private Security Training Facility member-company of CALSAGA whose membership and dues are current as of September 1, 2022.

Executive Committee Nominees must also have served in some other prior leadership capacity, either in another Board position (Regional Director or Director-at-Large) or chaired a CALSAGA Committee. The Board may waive these requirements if petitioned.

Please contact the CALSAGA staff if you have additional questions.

NOMINATION PROCESS:

Self-Nominations are accepted, as are nominations for another CALSAGA member. To issue a formal nomination, please email the following information to the CALSAGA team:
Your Name
Name of Nominee and Company Nominated Position

Nominations can be sent to our Program Manager, Kris Smidt at kris@calsaga.org and must be received no later than 5:00pm on Friday, September 16, 2022.

Once verified for eligibility, nominees will be contacted by the CALSAGA Nominations Committee, and each nominee will have the opportunity to submit up to a 60 second video for distribution to membership on Monday, October 10, 2022 (Video Candidate Statement Submissions along with a photo must be received by kris@calsaga.org by 5:00pm Monday, September 26, 2022).

VOTING:
Each company that is eligible will have one vote. Company members are responsible for determining who will cast their vote.

Although the 2022 CALSAGA Annual Conference will be held in person, all voting will be electronic. Electronic ballots will be issued on Monday October 3, 2022, along with the video statements prepared by those seeking election. Electronic votes must be received no later than 12:00pm on Wednesday, October 19, 2022.

Announcements will be made for the 2023-2024 Board of Directors on Wednesday, October 19, 2022, during the CALSAGA Awards Dinner. Results will also be announced via email on Thursday, October 20, 2022.

NOMINATIONS COMMITTEE:
If you have questions or concerns, please direct them to the following:
Nominations Committee Chair and CALSAGA Legal Advisor,
Barry Bradley
bbradley@bglawyers.com
818-243-5200

CALSAGA Program Manager,
Kris Smidt
kris@calsaga.org
714-824-7015

CALSAGA Association Manager,
Kate Wallace
kate@calsaga.org
916-930-0552

ELECTIONS TIMELINE:
The schedule of the voting process is as follows:

Thursday, September 1, 2022 CALSAGA Members (PPO’s, PSE’s and PSTF) must be current with their due payments and be members in good standing on this date to participate in the election.
Friday, September 16, 2022, 5:00 pm Last day for Candidate Nomination Submissions
Monday, September 26, 2022, 5:00 pm Candidate Video Statements + Photo Due
Monday, October 10, 2022 Distribution of video statements and Electronic Ballots for Phase 1 voting (Executive Committee). If all Executive Committee candidates are running unopposed, Phase 2 voting will also commence.
Tuesday, October 18, 2022, 9:00 pm Deadline for electronic ballots for Phase 1
If Phase 1 candidates are running unopposed, deadline for both Phase 1 and Phase 2 will be extended until October 19, 12:00pm.
Wednesday, October 19, 2022, 12:00 pm  Deadline for electronic ballots for Phase 2, or Phase 1 and 2 if Executive Committee is running unopposed.
Wednesday, October 19, 2022
During CALSAGA Awards Dinner		 Announcement of CALSAGA Board of Directors.
Results will also be emailed on Thursday 10/20.
January 2023 Two At-Large Directors Appointed by the New Board of Directors at first Board of Directors Meeting.
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