Seyfarth Synopsis: Employer subsidized healthcare is one of the largest cost centers for small and large businesses.  This post provides a primer on what to do if you suspect that your healthcare costs are rising because your healthcare plan is under siege by fraudsters.  

With the rising costs of healthcare, some employers choose to self-insure

Seyfarth Synopsis:  As if high rent and California’s peculiar laws were not enough to worry about, San Francisco employers must also comply with City-specific ordinances. Trailblazing City requirements often exceed state laws and have sometimes been harbingers of state-level enactments. One might say that San Francisco, with its distinctive laws, is to California what California

By Soo Cho and Michele Haydel Gehrke

Ah, San Francisco — the Bridge! Golden Gate Park! The chocolate! The fog! . . . the ordinances!?  In recent years, our favorite City by the Bay has adopted a number of employee-friendly ordinances that can catch the unwary employer.  In addition to the new “Ban the Box” Ordinance discussed here, San Francisco has a number of additional city ordinances regulating employers.  These ordinances include the Family Friendly Workplace Ordinance; the Paid Sick Leave Ordinance; the Health Care Security Ordinance; and the Minimum Wage Ordinance.  Navigating these ordinances can be tricky not only for employers located in San Francisco, but for employers who have employees who spend more than 8 hours a week working in San Francisco.

San Francisco Family Friendly Workplace Ordinance

As mentioned in previous Cal-Pecs blogs, here and here, effective January 1, 2014 San Francisco has implemented a new Family Friendly Workplace Ordinance.  This ordinance allows employees to request flexible or predictable work arrangements to allow the employee to assist with caregiving responsibilities for a child, a family member with a serious health condition, or a parent age 65 or older.

This ordinance applies to employers who regularly employ 20 or more employees, regardless of location.  Employees are covered if they have been employed for six months and regularly work at least 8 hours per week in San Francisco.  Employees may request accommodations such as a reduced schedule, a change in scheduled work times, working from home or telecommuting.
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