March 2019
Stay Current Newsletter
Office Closure
Our offices are in the final stages of renovation. We will be closed on Friday, March 15 for new paint and carpet installation. We will be back in business Monday, March 18. Thank you for your patience through this process. We look forward to sharing our updated space in the future!
Harassment Prevention Training
Governor Brown passed SB 1343 which expands the requirements for harassment prevention training for California employers. Employers with five or more employees are required to provide training to all employees by January 1, 2020.

Click here to register for our next manager/supervisor session on May 15.
Click here to register for our next employee session on June 19.
Interested in customized training options at your company location? Contact us for a quote.
HR News: Reporting Time Pay Rules May Apply to On-Call Employees Who Don't Report to Work
A recent court decision in Ward V Tilly’s Inc. (CA Court of Appeal, 2nd district) on February 4, 2019 puts an interesting spin on the meaning of “reporting time pay” and how “on-call” employees must be compensated. If you have on-call employees, it is important to examine your practices to ensure you will not be on the hook for additional wages when they are not given work.
“Reporting time pay” is required in California when an employee shows up to work for a shift and is sent home before working at least one-half of the scheduled day’s work. When this occurs, the employee is owed one-half of their usual or scheduled shift, but no less than two hours and no more than four hours. Until the Ward v. Tilly’s decision, reporting time pay has been applied to employees who physically show up to their shifts.
Typically, “on-call” employees are given a time frame when they are waiting to be called into work and/or required to respond to a call. When they are called into a shift and/or the work is performed, they are paid for the hours worked. In this case, applied to Wage Order 7-2001 (Mercantile Industry), the court ruled that employees must be given “reporting time pay” when required to call in two hours before a shift to learn whether they were needed for work, and then were told that no work was available (and not to come in for the day.) The court’s reasoning was that an employee who was required to call in two hours before a shift could not schedule personal activities and did not fully have use of this personal time. Therefore, the requirement to call in was a form of “reporting time”.
Even though this is the only published appellate decision in California addressing this specific issue, California employers are now bound by the Ward decision. The ruling applies to all Wage Orders, not just Wage Order 7-2001. We recommend that you review and revise your reporting policies and on-call procedures accordingly to avoid liability.
Sutter Health - Anthem Blue Cross Negotiation Update
Anthem notified Sutter’s HMO patients that they will be reassigned to a non-Sutter doctor effective April 1, 2019, unless a new agreement is reached before that date. Patients enrolled in Anthem’s PPO plans that include Sutter affiliated providers will continue to have access to the Sutter network at in-network benefit levels through June 30, 2019.

Click here for the list of Sutter hospitals and medical foundations. We will provide additional updates as negotiations continue. Regular updates are also available at
601 University Avenue, Suite 250 Sacramento, CA 95825