Bay Area Commuter Benefits Program - Required Updates
Did you know it is mandatory for employers with 50 or more full-time employees in the Bay Area to register with the Bay Area Commuter Benefits Program? Even if your employer offers commuter benefits, to be in compliance with the Bay Area Air District’s Regulation 14, Rule 1, they are required to enroll in the program. Annual registration updates are also required. Enrollment in the Bay Area Commuter Benefits Program is easy and free by visiting 511.org, and employers can choose from five commuter
May is Wildfire Awareness Month - Let’s Get Prepared, Together
Wildfire Awareness Month is here, and there’s no better time to take action. May marks the start of peak wildfire season in California — a critical window for communities, contractors, and builders to strengthen fire resilience through education, collaboration, and proactive planning. This month, we’re highlighting tools and trainings to support you and your clients in reducing wildfire risk: California Fire Safe Council Vendors List A curated list of wildfire resilience products and professionals is
Back to Compliance Basics: A Practical 2025 Checklist for CA Employers
As we move deeper into 2025, it’s the perfect time for California employers to return to the fundamentals. With ever-evolving employment laws and aggressive enforcement—especially around wage and hour issues—getting the basics right can mean the difference between smooth operations and costly litigation.As a preview to our upcoming webinar, “Wage and Hour Back to Basics for California Employers”—a practical, no-nonsense session covering the most critical issues employers face in 2025, this article is
Workers Comp Insurance Fraud: It costs more than you think
For more information, download this printable brochure here or contact: Marin County District Attorney's Office Attn: Insurance Fraud Unit 3501 Civic Center Drive, Room 130 San Rafael, CA 94903 415.473.6450co.marin.ca.us/da
California Employers, Get Ready! Wide Range of Employment-Related Laws Will Take Effect January 1, 2025 + 4 Essential California Employee Handbook Updates for 2025
New California employment laws are scheduled to take effect on January 1, 2025. These laws address a variety of issues, including the state minimum wage, discrimination protections, paid time off, and employers’ messages about unionization. Quick HitsCalifornia’s minimum wage will increase from $16.00 to $16.50 per hour.New legislation clarifies that employers may not discriminate against workers because they have a combination of protected characteristics or do not have a driver’s license.California
New Law Changes in 2025 Affecting Licensees, Applicants and Stakeholders
Sacramento, CA – The Contractors State License Board (CSLB) is advising licensees, applicants, and other stakeholders of key legislative updates following the implementation ofSenate Bill 1455 (Ashby, 2024). This bill, effective January 1, 2025, extends the Board’s “sunset” date from 2025 to 2029 and makes other changes to the law, which are described below. Key Provisions of SB 1455 1. Public Works Project LicensingWhat’s New? Awarding authorities must now ensure that public works project bidders
Home Hardening in Action
When wildfire swept through Camarillo, California, Steven Snyder’s fire-hardened home emerged unscathed amid widespread destruction in his neighborhood. By choosing to build with fire-resistant materials—Class A roofing, fireproof siding, ember-resistant vents, and a fully cleared defensible space—Snyder’s home stood resilient against the flames. His story underscores the critical role of wildfire-ready construction as California’s seasons grow more intense, especially in high-risk areas like Marin
ALERT! New Regulation, File before 12/31/2024 to avoid potential jail time and files of $591/day!
On January 1, 2024, the new requirement to file a beneficial ownership information (BOI) report with the Financial Crimes Enforcement Network (FinCEN) went into effect. More than 32 million entities – mostly small businesses – have to file this report, which is required by a federal law called the Corporate Transparency Act (CTA). Violations of this law can result in a civil penalty of up to $591 per day, the violation continues and criminal penalties of up to $10,000 and two years in prison. If your