Tuesday, February 20th at 10:00 AM PST Join us for an insightful webinar as we delve into the dynamic landscape of modern work environments. In this session, we will explore strategic approaches to seamlessly implement and support flexible work options within your organization. From remote work policies to fostering a culture of adaptability, we will share insights and best practices to help ensure your organization’s compliance in this ever-evolving work landscape. You’ll also gain a competitive edge in attracting top talent, optimizing your current workforce for success, and embrace the future of work with confidence! Hosted by Brett Strauss, Esq. & Director of Compliance
Effective immediately, retailers licensed by USDA and located in the following California counties may accept SNAP benefits in exchange for HOT foods and foods intended to be consumed on retailer premises: Alameda, Alpine, Amador, Calaveras, Contra Costa, El Dorado, Fresno, Kern, Kings, Glenn, Humboldt, Lake, Los Angeles, Madera, Mariposa, Mendocino, Merced, Monterey, Placer, Sacramento, San Benito, San Francisco, San Joaquin, San Luis Obispo, San Mateo, Santa Barbara, Santa Clara, Santa Cruz, Solano, Sonoma, Stanislaus, Sutter, Tehama, Trinity, Tuolumne, Ventura and Yolo. These special rules are in effect through February 20, 2023. When hot foods are purchased with EBT benefits, the purchases are NOT subject to sales tax, as the foods mentioned above are considered SNAP eligible during this period. We encourage SNAP retailers to post a notice in the store letting SNAP customers know they can use their EBT benefits to purchase hot foods and may remain on premises to consume the foods.
The California Competes Tax Credit (CCTC) is an income tax credit available to businesses that want to locate in California or stay and grow in California. Businesses of any industry, size, or location compete for over $180 million available in tax credits by applying in one of the three application periods each year. Applicants will be analyzed based on twelve different factors of evaluation, including number of full-time jobs being created, amount of investment, and strategic importance to the state or region. Application Period Timeline: For the remainder of the 2022-2023, applications for the California Competes Tax Credit will be accepted during the following periods: · March 6, 2023 – March 20, 2023 Please refer to the Notice California Competes Tax Credit Fiscal Year 2022-23 for more information. For additional guidance with the CCTC program CLICK HERE Have additional questions? Please contact Go-Biz at: 916.322.4051 or email the Go-Biz Service Desk.
LA County small and microbusinesses (less than $2 million in revenue) and non-profits (less than $5 million in revenue) impacted by COVID-19 may qualify for financial relief to support their post-pandemic recovery. The Economic Opportunity Grants (EOG) program offers $60+ million for grants, technical assistance, and other County services to help businesses stabilize and grow. Microbusinesses – OPEN NOW Microbusinesses have two opportunities to receive grants!: Phase 1: January 25, 2023 – March 25, 2023 Grants of $2,500 for microbusinesses with $50,000 or less in revenue in 2019 taxable year that are located and operating in the County of Los Angeles, including City of Los Angeles. Must have five or fewer employees, have started prior to December 31, 2019, and have not received a California Small Business COVID-19 Relief Grant. Phase 2: February 23, 2023 – May 20, 2023 Grants of $15,000 for microbusinesses with under $100,000 in revenue in either 2019, 2020, or 2021 taxable years that are located and operating in the County of Los Angeles, excluding City of Los Angeles; must have started prior to December 30, 2021. Small Businesses – OPEN NOW Grants of $20,000 for small businesses between $100,000 and $2 million in revenue in either 2019, 2020, or 2021 taxable year that are located and operating in the County of Los Angeles, excluding City of Los Angeles; must have started prior to December 30, 2021. Application closing May 20, 2023. Nonprofits – OPEN NOW Grants of $20,000 for small nonprofits under $1 million in revenue in either 2019, 2020, or 2021 taxable years that are located in Los Angeles County, or its incorporated cities (which may include the City of Los Angeles); must have started prior to December 30, 2021. Application closing May 20, 2023. Grants of $25,000 for nonprofits with revenue between $1 million and $5 million in either 2019, 2020, or 2021 taxable years that are located in Los Angeles County, or its incorporated cities (which may include the City of Los Angeles); must have started prior to December 31, 2021. Application closing May 20, 2023. Visit grants.lacounty.gov for complete eligibility details and information on how to apply.
A total of $100,000 will be awarded to 30 diverse-led businesses in Southern California The Application Deadline is November 14, 2022 In partnership with Founders First CDC , we are excited to announce the Southern California Job Creators Quest Grant focused on supporting diverse-led small business entrepreneurs. Is My Business Eligible? Located in Los Angeles, Orange County, Riverside. San Bernardino. Imperial, and San Diego Counties Have the ability to add at least one net new premium wage job Have 2-20 employees Must be a CEO, President, or Business Owner Must identify as one of the following: Latinx, Black, Asian, Woman, LGBTQIA+, Veteran, or located in Low-to-Moderate Income area Start Your Application Today! Have any questions or need support completing your application? Send your requests to socal.jobcreators@foundersfirstcdc.org.
The Goldman Sachs 10,000 Small Businesses – SoCal program is a FREE-tuition program for qualified small business owners who are interested in growing the revenue for their business and adding jobs to their communities. Participants gain practical skills across topics such as financial statements, negotiations, marketing, and employee management. Acquire the tools to develop a customized business plan for growth—for FREE. Apply now: www.10KSBapply.com before November 18 for the Spring 2023 Program. WHO SHOULD APPLY: ❇ Applicant must be an owner or co-owner of a business ❇ Business in operation for at least one year ❇ Business revenues of at least $75,000 in the most recent fiscal year ❇ Business owner with at least one employee View 10KSB Program Curriculum
Saturday, November 26, 2022 is Small Business Saturday – a day to celebrate and support small businesses and all they do for their communities. This year, we know that small businesses need our support now more than ever as they navigate, retool and pivot from the effects of the coronavirus pandemic. Founded by American Express in 2010 and officially cosponsored by SBA since 2011, Small Business Saturday has become an important part of small businesses’ busiest shopping season. FREE Resources & Materials from American Express: Put Your Business on the Shop Small Map Download Marketing Materials Customize Marketing Materials with your Business Name
On January 1, 2023, the state-wide California minimum wage will rise to $15.50 per hour for all employer sizes because a state provision regarding inflation was triggered. South Pasadena follows the California minimum wage guidelines, currently set at $14 an hour for employers with 25 employees or fewer, and $15 an hour for employers with 26 or more employees. South Pasadena employers with fewer than 26 employees were originally expected to be required to raise the minimum wage to $15 starting January 1, 2023 but under the newly triggered provision, the governor’s office said that the $15.50 minimum wage will be required for all workers.
Beginning July 1, 2022, the Responsible Beverage Service Training Act will go into effect.The law requires that anyone who serves alcohol, manages servers, delivers alcohol, takes orders, or checks IDs at a California business that serves alcohol must be trained and have a valid Responsible Beverage Server (RBS) certification from ABC by August 31, 2022. They can accomplish this through a three-step process: Register with ABC as a Server on the RBS Portal Take RBS training from an approved RBS Training Provider Return to the RBS Portal to take ABC’s alcohol server certification exam. You can begin step one by registering with ABC through the RBS training portal.
Cal/OSHA Approves Third Revision to COVID-19 ETS effective May 6, 2022: As COVID-19 restrictions have relaxed in California and the Los Angeles county mask mandates have been lifted, Cal/OSHA has updated its Emergency Temporary Standards (ETS). The new ETS, which took effect on May 6, 2022, reflect a general loosening of restrictions without lifting them completely. The new ETS will remain in effect through the end of the year. Background of Earlier Standards Initially passed on November 19, 2020, and subsequently revised in both June 2021 and December 2021, the Cal/OSHA ETS set forth obligations of all California employers relating to the COVID-19 pandemic, emphasizing prevention and requiring a rapid response to outbreaks in the workplace. The ETS have required, and continue to require, employers to create and implement a written, site-specific COVID-19 prevention program and mandated mask wearing, social distancing, providing for face coverings and other personal protective equipment, training employees and addressing building ventilation standards and other engineering and administrative controls. The ETS have also required, and continue to require, that employers take specific actions upon learning of positive cases in the workplace including investigation, notification and testing requirements. Updates to Standards Broadly speaking, the newest ETS eliminate many of the prior distinctions between vaccinated and unvaccinated employees, modify masking and social distancing requirements, remove specific cleaning and disinfection requirements and alter return-to-work criteria. The changes to the ETS are summarized below: Face Coverings: Prior versions of the ETS required unvaccinated employees to wear face coverings in the workplace and employers to ensure their use. The updated ETS remove that requirement unless ordered by the California Department of Public Health (CDPH). However, employers are still required to provide face coverings upon employee request, to permit employees to wear them voluntarily (with limited exceptions) and to require their use during both screenings and when certain employees who have tested positive for COVID-19 return to work. The new ETS also slightly modify the definition of permissible coverings. Respirators: Employers must now provide respirators for voluntary use to all employees who are working indoors or in vehicles with more than one person upon request. Previous ETS required employers to provide them only to unvaccinated employees. The new ETS also require employers to provide effective training and instruction regarding respirator use. COVID-19 Hazards/Cleaning and Disinfecting: The definition of COVID-19 hazards has eliminated objects and surfaces that may be contaminated. Similarly, requirements to implement cleaning and disinfecting procedures and include them in the written COVID-19 Prevention Program have been removed. Ventilation, hand-washing and personal protective equipment requirements remain. Exclusion of Close Contacts from the Workplace: The new ETS reflect an intent to align with CDPH guidance and indicate that employer obligations will change as CDPH guidance evolves. Most notably, prior requirements forcing the exclusion of unvaccinated “close contacts” from the workplace have been eliminated, consistent with current CDPH guidance. The new ETS, however, require employers to develop, implement and maintain effective policies to prevent transmission of COVID-19 by persons who had “close contact.” Return-to-Work Criteria: Employees who have tested positive for COVID-19 may now return to work more quickly. The timing of return depends upon whether an employee has developed symptoms, when a fever (if any) has resolved and when and whether the employee is tested. In certain circumstances, employees must wear a face covering as a condition of returning to work. The ETS confirm that if the CDPH updates quarantine and isolation criteria, those updates will likewise apply to the ETS. Return-to-work criteria applies across the board, regardless of vaccination status or prior infection. The timing of return depends upon whether the employee developed symptoms and whether the employee has been tested five days after an initial positive test. Regardless of vaccination status, previous infection or lack of COVID-19 symptoms, employees must wear a face covering in the workplace until 10 days have passed since the date that COVID-19 symptoms began or, if the person did not have COVID-19 symptoms, from the date of their first positive COVID-19 test. COVID-19 Testing: The new ETS require employers make COVID-19 testing available at no cost to employees with COVID-19 symptoms during employees’ paid time, regardless of vaccination status. Previously, such testing was only required for unvaccinated employees. Under the new ETS, a date-and-time-stamped picture of test results may be used for verification to return to work. Previously, employees who used at-home tests to determine return-to-work eligibility following a COVID-19 diagnosis or exposure had to be observed by their employers while taking the test. Social Distancing: Although the new ETS continue to refer to distancing as related to contact to a COVID-19 case, other requirements to maintain a distance of 6 feet from others have been removed. Employer-Provided Housing and Transportation: The new ETS make somewhat similar adjustments to employer-provided housing and transportation. What Has Not Changed Most of the preexisting ETS criteria remain untouched. The standards continue to require that employers establish, implement and maintain site-specific, effective, written COVID-19 Prevention Programs addressing specific detailed topics. Employers who become aware of a positive COVID-19 case in the workplace must continue to notify other employees and employers of other workers onsite, to report “outbreaks” and “major outbreaks” to local public health officials and to provide testing to employees following such outbreaks. What This Means for Employers Cal/OSHA’s continuance of Emergency Temporary Standards serve as a reminder that while the response to COVID-19 is evolving, this pandemic is not over. Employers should continue to: Prepare a written COVID-19 Prevention Program or review their existing program to ensure compliance with the specific requirements of the standards; Evaluate engineering controls and ventilation requirements; Prepare for employee COVID-19 cases or exposures, including policies, procedures and notices that meet the requirements of the ETS; Plan for required COVID-19 testing of employees; Prepare for employee trainings and instructions or update prior materials to ensure compliance with the standards; Ensure pay practices are up to date in the event of employee exclusion from the workplace as continuation of pay is currently required; and Implement recordkeeping and notification procedures. Nothing in