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CHAMBER CALENDAR

  

May 8

HealthCare Seminar & Lunch

Annenberg Center at 39000 Bob Hope Dr, Rancho Mirage

  

May 14

Executive Committee Meeting 

at 12pm

Chamber Boardroom

  

 May 14

Ambassador Committee Meeting at 4pm

Chamber Boardroom

       

May 15

Marketing Committee 

Meeting at 11am

Chamber Boardroom

 

May 16

Board Meeting at 8am

Chamber Boardroom

 

May 21

Government Committee Meeting at 3:30pm

Chamber Boardroom 

 

May 28

After Hours Mixer at 5pm

Miro's Restaurant

 1555 S Palm Canyon Drive

 

 Lead$ Lunches

Tuesdays at Noon

Rick's Restaurant

1973 N Palm Canyon Drive

Palm Springs Chamber 

Executive Board

  

Andrew Starke, President

Palm Springs Power Baseball Club

 

Tim Ellis, Past President

Palm Mountain Resort and Spa

 

Ulrich McNulty, President Elect

Schlecht, Shevlin & Shoenberger

 

John Dahlin, Treasurer

Maryanov, Madsen, Gordon & Campbell

 

James Canfield, Vice President

Palm Springs Convention Center

 

David Gandolfo, Vice President

Palm Springs Airport Self Storage

 

Jerry Noonan, Vice President

Fisherman's Market & Grill

 

Ken Wheat, Vice President

Desert Regional Medical Center

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Palm Springs Chamber 

Board of Directors

 

Ryan Brown, Classic Party Rentals

 

Aftab Dada, Hilton Palm Springs

 

Jeff Grubbe, Agua Caliente Band of Cahuilla Indians

 

Mary Jardin, The Palm Springs Follies

 

Mike Keane, Milauskas Eye Institute

 

Martin Massiello, Eisenhower Medical Center

 

Keith McCormick, Palm Springs Exotic Car Auctions  

 

Joel Ontiveros, Airport Quick Car Wash

 

Tammy Perezchica, Canyon Commercial Services, Inc.

 

David Portener, TravelHost Magazine 

 

Patrick Service, Las Casuelas Terraza 


Installation & Awards Luncheon
Thursday, June 20th
Renaissance Palm Springs

Installation of the 2013/2014 Chamber Board and Business Awards Ceremony


For Hosting our April 
After Hours Mixer!

RIBBON CUTTINGS
 
Electric Vehicle Charging Stations in City of Palm Springs

Palm Springs
Masonic Lodge #693

THANK YOU RENEWING MEMBERS!

Cabot's Pueblo Museum

Ginger Ridgeway

67616 E. Desert View Avenue

Desert Hot Springs CA 92240

(760)329-7610  

cabotsmuseum.org


Escena Golf Club

Geoff Dean

1100 Clubhouse View Drive

Palm Springs CA 92262

(760)778-2737  

escenagolf.com 

 

Innerfaith Spiritual Center Worldwide

Dr. Sharron Stroud

PO Box 2102

Palm Springs CA 92263

(760)318-3196

innerfaithworldwide.com

 

Liberty Escrow, Inc.

Melvena G Schaefer

200 N. Sunrise Way, Ste. A

Palm Springs CA 92262

(760)322-2050   

libertyescrow.com

 

Milauskas Eye Institute

Dorothy Milauskas

555 E. Tachevah, Ste 101-E

Palm Springs CA 92262

(760)327-1561  

milauskas-eye.com

 

Palm Springs Art Museum

& Annenberg Theater

Bob Bogard

101 Museum Dr

Palm Springs CA 92262

(760)322-4800 

psmuseum.org

 

The Real Estate Firm

Kathryn Reed

777 N. Palm Canyon Dr., Ste 209

Palm Springs CA 92262

(760)325-7784  

tref-ps.com

 

Southern California Edison

Nena McCullough

36100 Cathedral Canyon Drive

Cathedral City CA 92234

(760)202-4231  

sce.com

 

Staples

David Schones

5001 Ramon Blvd., Bldg. 3

Palm Springs CA 92264

(760)325-7056  

staples.com

 

Technology Angelz

Tobby Llora

1775 E. Palm Canyon Drive,

Suite 110-131

Palm Springs CA 92264

(760)673-7657

technologyangelz.com

 

Temple Isaiah

Donna Raider

332 W. Alejo Rd

Palm Springs CA 92262-5606

(760)325-2281  

templeisaiahps.com 

 

Wiefels Palm Springs

Mark Matthews

690 S. Vella Rd

Palm Springs CA 92264-1454

(760)327-1257  

wiefels.com

 

HOM Sotheby's International Realty

Brady Sandahl

111 S. Palm Canyon Drive

Palm Springs CA 92262

(760)409-1540  

bradysandahl.com

For the generous contributions of 

Raffle Prizes for April's Mixer!

 
Airport Quick Car Wash  
Aspen Mills Bread Company  
California Pizza Kitchen  
Celebrity Tours  
Daniel's DKI  
Desert Adventures  
Elmer's Restaurant
Esser A/C & Heating  
Fantastic Sams Hair Salon  
Moorten Botanical Garden  
Nature's Health Food & Caf´┐Ż  
Offroad Rentals  
Palm Canyon Theatre  
Palm Springs Art Museum  
Palm Springs Photo Festival  
Raphael's Salon & Spa  
Shakey's Pizza Parlor  
Tahquitz Creek Golf Resort  
The Golf Club at Terra Lago  
Toyota of the Desert  
Village Pub 
May Newsletter 
Business Matters
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President's Circle Sponsors
TOPPresident's Circle Sponsors

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IN THIS ISSUE
New Members
75th Anniversary Party
Take care to Avoid Discriminating Against Employee on Workers' Comp.
HealthCare Seminar for Businesses
Travel to Cuba or France with the Palm Springs Chamber!
Peter Van Helden Appointed President and COO of Stater Bros. Market
May Mixer @ Miro's Restaurant
Advertise with the Chamber!
Workers' Comp: Analyze Costs/Benefits of Offering Modified Duties
Lead$ Lunches at Rick's Restaurant in May
Reserve the Chamber BoardRoom for Business Meetings
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Restaurant
47474 Washington Street, La Quinta CA 92253
(760)698-9040  www.EatFigue.com

  

Gottlieb Income Tax Services
Accounting/Bookkeeping/Tax Services
1541 N Palm Canyon Drive, Palm Springs CA 92262
(760)408-8889  tildenhs@aol.com
 
Nourse Leadership Strategies ~ Kevin Nourse
Executive Coaching
1321 Fairmont Street, NW Suite 307, Washington DC 20009  
(310)715-8315  www.nourseleadership.com

Send Out Cards ~ Catherine Houwen
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 Our booth at the 75th Anniversary Party - Launching Successful Ventures since 1936! 

 

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Take care to Avoid Discriminating 

Against Employee on Workers' Comp.

 

Question:

Our employee went out on a worker's compensation claim more than a year ago. His doctor keeps extending his disability. How long do we have to keep his job open before terminating the working relationship?

 

Answer:

In general, once employees go out on workers' compensation, their position is protected and they can come back to that job once they recover.

 

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HealthCare Seminar for Businesses
Limited Seating, RSVP by Friday

TRAVEL WITH THE PALM SPRINGS CHAMBER
TO CUBA OR FRANCE!
Click on FLYER below for full details!
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Back to Top

Peter Van Helden Appointed President and 

Chief Operating Officer of Stater Bros. Markets

 

SAN BERNARDINO, CALIFORNIA (April 15, 2013) - Jack H. Brown, Chairman of the Board and Chief Executive Officer of Stater Bros. Markets, announced today that Peter Van Helden has been appointed President and Chief Operating Officer of Stater Bros. Markets.  He succeeds Jim Lee, who is retiring as of June 1, 2013.

 

Van Helden is a 36-year veteran of the Supermarket Industry.

Peter Van Helden, President and
Chief Operating Officer of Stater Bros. Markets

Prior to joining Stater Bros., Van Helden was Executive Vice President Retail Operations for Supervalu. He began his career in 1977, working for Rosauers in Libby, Montana as a Courtesy Clerk.  In 1978, he relocated to Bozeman, Montana where he joined Albertsons as a Clerk.  Van Helden joined Supervalu through the company's 2006 acquisition of Albertsons, where he was President and Chief Executive Officer of Albertsons' California Food Division.  During his 35-year tenure at Albertsons, Van Helden held a variety of leadership positions including operations, merger integration and dual branding.  As President and Chief Executive Officer of Albertsons' California Food Division, he oversaw a business unit comprised of more than 500 stores and 41,000 associates.  Prior to this position and experience, he was President of the company's Jewel-Osco Division.

 

Van Helden holds a Bachelor of Science Degree from University of Phoenix.

 

"Pete is a well respected and long-time Food Industry Executive," stated Brown.  "I am confident that he will do an outstanding job as President and Chief Operating Officer and will be valuable to the future growth of Stater Bros."

 

Van Helden and his family have purchased a home in the County of San Bernardino.

 

Stater Bros. is the largest privately owned Supermarket Chain in Southern California and the largest private employer in both San Bernardino County and Riverside County, with annual sales in 2012 of $3.9 billion.  The Company currently operates 167 Supermarkets, and there are nearly 18,000 members of the Stater Bros. Supermarket Family. 

 

Stater Bros. Markets... Serving Southern California for over 77 years.

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MAKE THE MOST OF YOUR CHAMBER MEMBERSHIP: ADVERTISE WITH US!
Email us at nwatson@pschamber.org for more Advertising info.
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Back to Top 

 

Workers' Comp: Analyze Costs/Benefits 

of Offering Modified Duties

 

Question:

I have an employee who is out because of a workers' compensation injury. If he brings in a note from his doctor with work restrictions, do I have to offer light duty or modify the work schedule? If I offer modified work, can an employee refuse the work because he does not like the job?

 

Answer:

An employer is NOT required to modify a work schedule or provide light duty to an employee on workers' compensation; neither is the employee obligated to accept modified work.

 

There may, however, be cost benefits and consequences to an employer for not offering modified work and for an employee in not accepting that work.

Continue Reading Here.
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Back to Top Reserve the Chamber BoardRoom! 

 

 
Need a location for your next business meeting?

One of the many perks of your 
Chamber Membership includes 
50% OFF BoardRoom Rental!

Pricing (Member/Non-Member):
2 hours - $40 / $80
4 hours - $50 / $100
8 hours - $100 / $200
 
Subject to availability.  
Table seats 20; Perimeter seats add an additional 10.
 BoardRoom is available during business hours: 
Monday through Friday from 8am- 5pm.
 
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Back to Top 

WorkerComp2 

 Workers' Comp: Analyze Costs/Benefits 

of Offering Modified Duties

(continued)
 

Controlling Future Premiums

 

Employers offer modified work while an employee is on workers' compensation to keep the company's workers' compensation experience rating low, which helps to keep down future premium increases.

 

By paying the employee directly, the carrier will not be paying out temporary disability payments and adding to the experience on the claim. Modified work may be offered as long as the employee is not totally disabled and the work offered is currently within the employee's work restrictions.

 

An employer is not required to modify the existing job, create a similar job or even provide a job that the employee likes. If modified work is offered and the employee refuses to do the work, the employee runs the risk of being denied temporary disability payments by the workers' compensation insurance carrier.

 

If an employer offers modified work for the employee with a workers' compensation injury, the employer is required to pay the employee at least 85% of the employee's regular pay. This pay requirement also operates as an incentive to the employee to accept modified work in that temporary workers' compensation disability benefits are about 60% of the regular pay rate.

 

Opportunity to Get Tasks Done

 

Many employees would rather be doing something instead of sitting at home doing nothing. The modified work also provides an opportunity for the employer to get other productive tasks done, including work in the office, painting, cleaning, inventory, restocking, etc.

 

As long as the job meets the medical provider's work restrictions, the choice of where the employee works and what he/she does is up to the employer.

 

Reasons an employer may choose not to offer modified work are:

  • Work cannot be modified to meet the employee's restrictions;
  •  Fear that the employee may reinjure himself/herself if working; and
  •  Feeling that the employee would be in the way or have a bad attitude if made to do something other than his/her regular job.

See How It Goes

 

Rather than assume the worst, an employer may want to try modified work and see how it goes.

 

Having the employee working during worker's compensation may be better for the employee in terms of pay and for the employer in terms of keeping future workers' compensation premiums lower. Before making a decision about the modified work, an employer should review this issue on a cost/benefit basis to determine what is best for the company.

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WorkerComp

Take Care to Avoid Discriminating 

Against Employee on Workers' Comp.

(continued)

 

 

No Discrimination

California Labor Code Section 132a holds there can be no discrimination against employees who are injured in the course and scope of their employment, and termination is considered to be the ultimate form of discrimination.

 

If an employer is found liable for Section 132a, the remedies available for the employee include reinstatement, restoration of lost back pay and benefits, and a penalty of the lesser of 50% of the compensation given to the employee or $10,000.00.

 

There may be reasonable accommodation issues under State Law when someone is ready to come back, but hasn't recovered completely from his/her injury. Both State and Federal anti-discrimination laws require employers to consider options for the employee. It is wise to consult with legal counsel before taking any negative action against someone on workers' compensation.

 

Discipline Promptly

 

Employers frequently complain they were just on the verge of terminating an employee with performance issues when the employee got hurt. If there is a lack of documentation as to the performance issues/lack of warnings, the employer's subsequent decision to terminate would be viewed quite skeptically by the Worker's Compensation Appeals Board, the entity that would hear a claim that 132a had been violated. This supports the reasoning that if an employee is not performing well, promptly discipline him/her and don't delay an obvious need to terminate the employment.

 

Once an employee on workers' compensation becomes "Permanent and Stationary" (P&S), that means the injury is permanent and shouldn't get any worse. At that point, if it is clear that the employee can never come back to his/her original job, then the employer can terminate the employment.

 

Seek Legal Counsel

When faced with a 132a claim, employers can assert a "business necessities" defense. This defense requires that the employer prove that the termination was necessary and directly related to business realities. It can be a difficult assessment, and again- employers should seek legal counsel before making any decision to terminate.

 

This article covers only the basic overview of this topic; it is a complicated area of the law going far beyond the scope of this article.