Looking For Something?

New Tool Shows the Cost of Workplace Fatigue

The National Safety Council (NSC) and the Brigham Health Sleep Matters Initiative have collaborated on a new online tool that can help employers estimate the cost of workplace fatigue. According to the NSC, every tired employee can cost employers between $1,200 and $3,100 every year in expenses related to health care, absenteeism and lost productivity.

Tired employees not only work less effectively, but they can represent a safety hazard to themselves and those around them. Help ensure the health of your employees by following these tips:
• Let your employees know that they should talk to a manager about any fatigue concerns before exhaustion becomes a problem.
• Set up a flexible scheduling system that allows sleep-deprived employees to come in later or make up lost time when they’re well-rested.
• Encourage employees to take short walks to re-energize themselves. You can also consider creating a workplace wellness program to make sure employees get enough exercise.
• Promote good nutrition by making healthy snacks and water available to employees at all times.

Filed under: Health & Wellness,HR — Jillian Bender-Cormier @ 9:07 pm October 25, 2017

The WGBCO HR Hotline

WGBCO HR Services are Just a Phone Call Away!

WGBCO is proud to introduce a new HR service to our valued clients: the HR Hotline. The HR Hotline is ready to assist your business by delivering timely, practical advice and sound answers to your specific HR and employment-related questions. Simply call our toll-free hotline number or submit your question by email and one of our experienced, certified HR consultants will provide you with step-by-step guidance to resolve your situation in a lawful, yet sensitive, manner.

An Experienced Team of Certified HR Consultants On-call

The WGBCO HR Hotline, powered by the California Employer’s Association, is your resource where HR consultants answer questions related to a broad range of HR topics, including (but not limited to):
• Employee Relations/Employee Behavioral Issues
• Harassment and Discrimination Allegations
• Discipline and Terminations
• COBRA Compliance
• Family and Medical Leave Act (FMLA)
• Wage and Hour Issues
• Employee Benefits
• Leaves of Absence
• Performance Management

Get Started Today!

The HR Hotline helps you address employment issues before they become expensive problems. You’ll feel confident and secure knowing that HR support is there when you need it the most.

8:00 AM – 5:00 PM

Please identify yourself as a client of Warren G. Bender Co. when calling.

Filed under: HR — Jillian Bender-Cormier @ 5:46 pm September 22, 2017

Study Shows Average Workplace is Physically and Emotionally Demanding

A new study conducted by the Rand Corporation, Harvard Medical School and University of California, Los Angeles has found that most U.S. employees face at least one form of workplace stress on a regular basis. And, although the study also found that most employees receive support from their employers, workplace stress is common in every job and industry.

Here are some of the key findings from the study:

• Nearly 75 percent of employees report intense or repetitive physical exertion on the job.
• Over half of employees are exposed to unpleasant and potentially hazardous working conditions.
• Nearly 20 percent of employees are exposed to hostile or threatening social environments at work.
• Nearly 50 percent of employees report that they must work on their own time to meet the demands of their jobs.

Physical and emotional stress in the workplace can lead to injuries, illnesses and poor job performance. Contact us today at (916) 380-5300 for employee communications and workplace programs that can help manage stress at your business.

Filed under: Health & Wellness,HR — Jillian Bender-Cormier @ 4:50 pm September 6, 2017

WGBCO Assistance with Workplace Posters

Warren G. Bender Co. is proud to be a resource for our commercial client’s HR needs. Part of that is providing CA workplace posters, for which we start collecting orders in late August (1st poster is free and each subsequent English poster is at a reduced rate of $15).

The media has been buzzing about minimum wage law changes effective 7/1/17, with some HR vendors pushing for “total poster replacement.” The good news is that you don’t need to purchase a new/updated 2017 poster. In fact, most of our clients don’t need to make any changes at all.

Affected clients are those that have employees in Santa Monica, San Francisco, LA City and County and Emeryville ( Those employers are required (as of 7/1/17) to post the new wage orders next to the existing workplace posters. You can find all of the wage orders on the DIR website ( and of course you can always call our HR hotline for more details.

Filed under: HR — Jillian Bender-Cormier @ 4:41 pm June 28, 2017

Required Workplace Posters in California

This document provides direct links to the workplace posters employers are required to display under state law. These posters, including official translated versions, are created and updated by state agencies. Employers must also comply with all applicable federal posting requirements.

Employers must display required posters in a public place where employees can easily access them. While most posters apply to all employers within the state, some may apply to specific industries or employers. Employers can review each poster description to determine whether they are required to display that particular poster.

• No new or updated state posters were found during the last review of this document.

The following posters are required for all employers in California:
• Minimum wage poster
• Paid sick leave poster
• Payday notice
• Emergency contact poster
• Whistleblower protection poster. This poster must be at least 8.5 inches by 11 inches in size, have margin of 0.5 inches or smaller, and use 14-point or larger font.
• Smoking notice(s): California law requires employers to indicate areas where smoking is prohibited or allowed in the workplace.
Employers must obtain adequate signage to designate these areas from their local law enforcement agencies.
• Discrimination and harassment poster
• Unemployment insurance registration notice
• Unemployment insurance benefit poster
• Time off to vote notice: employers must post this notice at least 10 days before statewide elections. California has not created a model notice to satisfy this requirement. The link below directs employers to the standard employers must reference on the notice.

The following posters affect only employers with the number of employees specified below:
• Pregnancy leave poster: required for all employers that have between five and 49 employees.
• Family care and medical leave poster: required for all employers with 50 or more employees, and all public agencies.
English (government link not functional as of 6/15/17)

Employers must display the following posters only if they are affected by the laws, conditions or requirements specified below:
• State OSHA poster: required for all employers subject to Cal/OSHA.
• Medical record access notice: required for all employers that use hazardous or toxic substances.
• Industrial trucks poster: required for employers that have workers operating forklifts or other industrial trucks or tow tractors.
• Workplace injuries poster: required for all California employers that offer workers’ compensation insurance.
• Workers’ compensation notice: required for all employers subject to California’s workers’ compensation laws.
Employers must obtain the “Notice of Workers’ Compensation Carrier and Coverage” from their insurance carrier.
• Farm labor contractor pay notice: required for all labor contractors licensed by the Division of Labor Standards Enforcement. The notice must be at least 12 inches high and 10 inches wide.

California wage orders regulate work conditions in certain industries. Employers in these industries must display the appropriate industry-specific poster.
• Wage order #1: manufacturing industry
• Wage order #2: personal services industry
• Wage order #3: canning, freezing and preserving industry
• Wage order #4: professional, technical, clerical, mechanical and similar occupations
• Wage order #5: public housekeeping industry
• Wage order #6: laundry, linen supply, dry cleaning and dyeing industry
• Wage order #7: mercantile industry
• Wage order #8: industries handling products after harvest
• Wage order #9: transportation industry
• Wage order #10: amusement and recreation industry
• Wage order #11: broadcasting industry
• Wage order #12: motion picture industry
• Wage order #13: industries preparing agricultural products for market, on the farm
• Wage order #14: agricultural occupations
• Wage order #15: household occupations
• Wage order #16: certain on-site occupations in the construction, drilling, logging and mining industries
• Wage order #17: miscellaneous employees

Filed under: HR — Jillian Bender-Cormier @ 4:34 pm