California Family Care and Medical Leave Comparison Chart – California employers must comply with two comprehensive family and medical leave laws: the federal Family and Medical Leave Act (FMLA) and the state California Family Rights Act (CFRA). This chart compares key features of the two laws. Note that additional state and local laws require employee leave for other purposes, such as the employee’s illness, bereavement, and pregnancy disability.
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Burnout has become a defining challenge in today’s workplace. Employees across industries report feeling exhausted, disconnected, and undervalued. These conditions not only harm individual well-being but also impact organizational performance. While burnout is multifaceted, fostering a sense of purpose at work can be the key to overcoming it.
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On Feb. 26, 2026, the U.S. Department of Labor (DOL) announced a proposed rule that would rescind the department’s 2024 final independent contractor rule and replace it with an analysis for employee classification under the Fair Labor Standards Act (FLSA) similar to the one adopted by the DOL in 2021. The proposed rule was published in the Federal Register on Feb. 27, 2026.
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Understanding key workplace leave and accommodation laws is essential for both employers and employees. The Family and Medical Leave Act (FMLA) provides eligible employees with job-protected leave for certain family and medical reasons, while the Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodations to qualified individuals with disabilities.
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Question: Are companies required to offer COBRA to all employees who leave the organization?
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Workplace learning is entering a new era shaped by slowed hiring, shifting employee expectations, and rapid advancements in artificial intelligence (AI). For employers, this creates a unique challenge: how to build a future‑ready workforce with the talent they already have while ensuring development approaches remain human-centered, flexible, and aligned with real career motivations.
Continue readingIn this HR Chat, Rob and Jason discuss an unusual payroll situation employers may face in 2026 — the possibility of 27 pay periods for organizations running biweekly payroll schedules. They explain why this occurs based on the calendar, how it can affect employee pay and salary calculations, and what employers should consider when planning payroll adjustments.
Contact hr@employco.com to discuss payroll planning, compliance questions, or other HR support needs.
Schedule a 15-minute call with Griffen Wilson for more information on our services.
In this month’s HR Podcast, Rob, Scott, and Jason are joined by special guest Josh Loudermilk, who oversees Loss Control and Client Relations at Employco, to discuss workplace safety and OSHA compliance. They explore how employers can reduce risk through stronger safety programs, build a proactive safety culture, identify common workplace hazards, and take practical steps to improve compliance while protecting employees.
For support with workplace safety, OSHA compliance, and HR strategy, contact hr@employco.com.
In this HR Chat, Rob and Jason break down recent labor market trends affecting entry-level hiring and what employers should be paying attention to right now. They cover what’s behind the changing outlook for recent graduates, how this is showing up in recruiting efforts, and what organizations can do to stay competitive in a tighter talent market.
Contact hr@employco.com to discuss hiring strategies and workforce planning.
Schedule a 15-minute call with Griffen Wilson for more information on our services.
California Updates Employment Status and Reimbursement Rules for Vehicle Use – On Oct. 11, 2025, the governor approved Senate Bill (SB) 809, which reaffirmed that mere ownership of a vehicle—personal or commercial—used by a person providing labor or services for remuneration does not make that person an independent contractor. The law took effect on Jan. 1, 2026.
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