Save the Date! July 19, 2006

Employers Group is celebrating 110 years of helping California companies manage their most important asset – their employees! To honor this milestone, we are hosting a one-day, People and Productivity Symposium.

You will hear from leading authorities on how today’s organizations are building the best environment to increase productivity. During the keynote address and lunch, you will hear from top California officials on the programs and strategies that will keep jobs and businesses in California.

Victoria Bradshaw, California Secretary of Labor and Workforce Development, is a featured speaker, and Governor Arnold Schwarzenegger has been invited. Other speakers are experts on leadership, organizational development, and motivation.

This symposium will bring together Chief Executives and Human Resource Leaders from across California to dialogue about increasing every organization’s productivity through its people.

Highlight Event:
Employers Group’s 110th Anniversary Awards & Keynote Luncheon

Within the next few weeks, please be sure to check www.employersgroup.com for more details.

Again, SAVE THE DATE of July 19, 2006. Stay tuned for details about how to register for this significant event!

NEW! Introducing our Customer Advocate Program

To insure that we're delivering a level of service that meets your expectations, Employers Group has created a Customer Advocate position. Available by phone or email, this is the place to go if you believe you haven’t been dealt with satisfactorily on an answer, a project or a request – or if you have a suggestion on how to improve our services, from training registrations to the website. Simply contact our Customer Advocate at 1-800-748-8484 ext.3911
or email customeradvocate@employersgroup.com.

When Employees Take Off Work for Immigration Rallies

Below are some Questions and Answers to help employers deal with employees who want to take off work in the coming days and weeks to attend, demonstrate against or boycott pending federal immigration legislation. Also Read the April 15th New York Times Article about the 100's of Workers Being Fired for Attending Immigration Rallies.

Q: Do I have to excuse their absence?

A: An employer does not have to automatically excuse this type of absence.

Q: If their absences are not excused, what are my options?

A: First and foremost follow your own leave policies regarding attendance, i.e., personal, vacation, sick etc. If there is an absence of many employees at the same time the employer may investigate the reasons for the absences. For example, if several employees claim to be sick on a day where there are large demonstrations concerning legislative issues, the employer should investigate the employee’s claimed reasons for absence. If the employer can show the absence was falsified, the employer may follow its disciplinary policies, which may include discharge. Employers should give advance notice if they will require medical certification covering absence for illness on certain dates.

Employers, consistent with their individual policy, may decline vacation, PTO, floating holidays, personal business etc. In granting or denying leaves, an employer should make sure that it uses the same sensible factors as usual in granting the leave, and that the granting or denial of the leave is not considered in an illegal discriminatory manner.

Q: If I do allow employees to take time off, how do I treat the “leave”? OR, if I do allow it, do I have to pay for the time?

A: Follow your own policies; it does not automatically have to be paid.

Q: How does this situation impact/affect employee relations?

A: Each employer must decide the impact their decisions will have on the morale of their employees. Truthful explanations regarding refusal to grant leaves may be discussed with employees. For example, the absence may be a considerable hardship on the employer.

Q: If workers are unionized, how does that affect the issue?

A: Employers with collective bargaining agreements should refer to those agreements regarding, attendance, no strike clauses etc.

Q: Is taking off for a demonstration about immigration issues considered protected “concerted activity”?

A: Generally, employee concerted activity is protected by the National Labor Relations Act (NLRA) from employer retaliation if the concerted activity seeks to improve working conditions by resorting to activities that are reasonably seen as affecting terms or conditions of employment. Absences to attend political rallies not connected to the employee’s employment fall outside the protections of the NLRA. Employers should seek competent legal advice if concerted activity claims are an issue, or if several employees absent themselves on a day where there is a large political rally.

Participate in Our Most Popular Surveys & Receive the Full Reports FREE!

No other compensation survey covers California’s local markets like Employers Group’s Surveys! Our surveys offer base compensation, bonus and incentive, total compensation, and salary ranges.

Does your company have the competitive pay levels that drive your Managers and Nonexempt employees? Find Out Today! Employers Group is currently conducting the 2006 Supervisory & Management Compensation Survey and 2006 Regional Wage (Nonexempt) Survey. There are NO PARTICIPATION FEES! Also, with your participation, and you’ll receive the full reports FREE!

Participate & you'll also Receive:

• A Custom Market Analysis Report
  Participate in either the Supervisory and Management or Regional Wage Survey, and you will receive this valuable report. These customized reports chart executive pay levels based on public or private ownership, major industry, and revenue. Regularly, such reports would command fees ranging from $150 to $300.
• Supervisory & Management Compensation, 2006
  This survey covers over 150 Supervisory and Non-Executive Management jobs in Marketing, Finance, Human Resources, Customer Service, Call Centers, Engineering, and Manufacturing. The Supervisory & Management Compensation Survey includes all the data you need to determine competitive pay levels for your company’s valuable leaders!

Includes:

23 jobs- Finance & Accounting 10 jobs- Human Resources 13 jobs- Administrative & Office Service 24 jobs - Marketing & Sales Support 6 jobs - Call Center 23 jobs -Engineering & Technical 16 jobs - Material, Warehouse & Mfg 6 jobs Production Assembly & Processing 4 jobs - Skilled Craft 2 jobs - Inspection 6 jobs - Maintenance 7 jobs - Production Mgmt.

NEW EXTENDED DEADLINE: APRIL 24th!

Survey Scope:

• Data effective 3/01/06
• Data by 300+ CA firms
• Data for 140+ Classifications
• Data displayed by Industry, Level, and Geographic Location

Participate TODAY!

Unable to Participate? PreOrder!

Hurry! The Deadline to Participate is April 24th!

• Regional Wage (Nonexempt), 2006
  The Regional Wage Survey is our most popular survey to date! This survey covers over 200 hourly production & nonexempt office jobs in Finance, Customer Service, Human Resources, Administrative, Computer Operations, Maintenance, Shipping, and Production. Companies are able to asses through this comprehensive report whether or not they are truly taking care of their employees.

Includes:

6 jobs - Office and Clerical 7 jobs - Payroll, Credit & Customer Service 12 jobs - Service Representative 17 jobs - General Office 7 jobs - Human Resources 4 jobs - Departmental Staff 9 jobs - Admin/Secretarial Services 6 jobs - Sales & Marketing 9 jobs - Computer Operations 5 jobs - Insurance Industry 9 jobs - General 14 jobs - Maintenance 11 jobs - Stocking & Inventory 12 jobs - Shipping/Receiving 6 jobs - Driver 6 jobs - Warehouse 63 jobs - Production

PLUS!

• Data Breaks by Industry, Employment Size, and Geographic Location; San Francisco, Metro Los Angeles, Los Angeles, Orange County, Inland Empire, and San Diego
• Publicly Traded & Privately Held Firms
• Base Compensation, Plus Formal Salary Ranges, plus Incentive Compensation
• Aging/Maturing Factors

Participate TODAY!

Unable to Participate? PreOrder!

Hurry! The Deadline to Participate is May 15th!

If you have any questions about this survey or any other EG services, please call us at 213.765.3935 or e-mail us at surveys@employersgroup.com

More Benefits with your EG Membership!

Did you know that Employers Group, in conjunction with our insurance broker partners, Bolton & Company and Woodruff-Sawyer & Co., have partnered with select carriers to design and deliver special insurance programs specifically for EG members?

Workers’ Compensation Insurance Program
Recognizing you need a responsive carrier to help control Workers’ Comp claims costs, Cypress Insurance was selected as the endorsed carrier because they are committed to maintaining low case loads for their claims examiners. The Workers’ Comp Insurance program through Cypress promises members:

• Online access to the BHHC/Cypress Return-to-Work Program
• Online access to the Injury and Illness Prevention Program, including templates and an email link to a Loss Control Consultant
• Fraud Unit including a hotline and rewards for information leading to a fraud conviction
• A dedicated Claims Examiner per account
• Certified Medical Provider Network (MPN) utilizing the Blue Cross Network of physicians
• MPN Coordinator to facilitate implementation of the MPN-including assistance with the enrollment process
• Customized loss control and seminars
• Toll-free, 24/7 phone number for reporting claims

Employment Practices Liability Insurance (EPLI) Program
With coverage written with syndicates of Lloyd’s of London through our insurance broker partners, Bolton & Company and Woodruff-Sawyer & Co., the EPLI program is focused on preventing member losses by providing the protection of insurance to EG members. Features of the EPLI program include:

• A 10 to 15% discount on standard pricing (in sample cases reviewed, prices were lower by 14% on average)
• A 5% renewal discount for members who participate in EG workshops (on a $25K premium, this represents a cost savings of $1,250)
• Access to the lead defense attorney on the EPLI Program, for in-depth phone consulting after initial consult with EG Helpline
• In the event of a loss due to termination, demotion or a harassment claim, a 25% reduction in the deductible if the insured has consulted with and followed the advice of EG Helpline and labor attorney in advance

For more information on these special insurance programs offered to Employer Group members, please call Katherin Scott at (213) 765-3949 or kscott@employersgroup.com.

You Spoke: The Training Department Listened

The training department has enacted many changes this year based on your feedback! Here's what we've done so far:

• Changed almost all public workshops from 6 hours to 4 hours. Our smaller classes allow you to engage more with the facilitators.
• Introduced a new 16-course human resources professional series throughout the state that allows trainees to attend class every other week.
• Redesigned the certificate in supervision and management to a practical and engaging new basic leadership skills program that is offered either in a public workshop or on-site at your facility.
• Rolled out a brand new certificate program - advanced leadership skills that will surely take any employee in your organization to an advanced level of problem solving, planning and decision-making skills.
• Introduced our newest learning format - lunch 'n learns so that your and your staff can get the training you need, during the lunch hour, without leaving your office.
• New 2006 training and consulting services catalog introduced that provides a wealth of information on not just public workshops and training, but everything Employers Group can do for your company in one publication!
  (For a copy, please email training@employersgroup.com)

These changes came about because of you. You desired practical, engaging and interactive training without the necessity to be away from work for an entire day. In line with these changes, Employers Group is now offering the tele-presentations. These 1-hour long web-based presentations allow you to learn more about an Employers Group service or product without leaving your office:

Online Training Tele-Demonstrations
3rd Thursday of each month from 2:00 - 3:00 p.m.

Online training presents the ultimate in convenience for employers and employees alike. Training is self-paced and accessible 24/7. In addition, trainees can start, stop and resume training according to their time schedules.

Employers Group's online training provides a variety of programs including:

• Harassment prevention training for employees and supervisors (AB1825 compliant)
• Interviewing and Selection
• Lawful Termination
• Workplace Violence
• Injury and Illness Prevention Programs
• Ethics and Code of Conduct

During this FREE hour-long demonstration, you will be walked through a sample of the training program and administrative features. You will also see how easy the program is to administer through hands-on exercises to learn how to add trainees, assign courses and generate reports. last, you will even assign yourself a free course to take at your leisure to see just how effective and easy the training is.

Please call 800.748.8484 option 3 to register.

State-Funded Training Tele-Presentation
3rd Thursday of each month from 12:30 - 1:30 p.m.

You've probably heard of it, but aren't sure what exactly it is. This tele-presentation will answer all of your questions regarding utilizing state funding to pay for training initiatives at your company.

• Does your company qualify?
• What types of training can be provided?
• How to get started in a no hassle state program in just 2 weeks?
• What are the program requirements and how do I get started?

Employers Group's state-funded training program provides a very low-cost training solution for qualified for -profit companies. This FREE hour-ling presentation, will provide you with all of the relevant information you need regarding state funding training and how your company can access it quickly, easily and with no hassle.

Please call 800.748.8484 option 3 to register.

Managing OFCCP Compliance Reviews (Audits)

For Affirmative Action employers, the recent flurry of compliance scheduling letters sent to about 10,500 targeted establishments is hardly a secret. The letters notified the employers that they were selected for a compliance review, an audit of their affirmative action obligations. Experts anticipate that year 2006 will be a record-breaking year for audits.

What should you do if you receive a letter?
Receiving an announcement letter means that the OFCCP is giving you a “heads up,” and it is time to assure that you are in compliance with affirmative action guidelines. If you receive a compliance review letter, you have 30 days from the receipt of the letter to submit your affirmative action plan to the OFCCP, along with related supporting documentation.

We can help prepare a plan or review an existing one.
If you do not have a plan prepared or your plan is outdated, Employers Group can complete your affirmative action plan. Employers Group will further walk you through the entire audit process.

If you already have a current plan prepared, it’s a good practice to have your plan reviewed before you submit it. Employers Group can help you with this process by carefully examining your plan and all required reports for adherence to compliance requirements. That way, you will be notified of any potential issues before your plan is submitted to the OFCCP.

What you might be missing?
Our experience has shown that some employers were assuming that their affirmative action plans were complete and in full compliance. Unfortunately, some plans fail to cover other required components, such as compensation analysis, impact ratio analysis, or others. As a result, they were subjected to a daunting experience during the course of an audit.

We strongly advise that all of subject employers ensure that their affirmative action plan is prepared in a timely manner and more importantly includes both impact ratio analysis and compensation analysis. These reports have become the pivotal point of all OFCCP audits.

Save time and reduce risk of sanctions or damages.
We take pride in our seasoned experts, who will save you time and reduce the risk of sanctions and possibly paying damages. Be aware that audits are becoming more arduous and probing than before, and an average audit can take up to six months to complete.

For further information on how Employers Group can assist you, please contact us at: 213-765-3942 or ayounies@employersgroup.com

Leaves of Absence – What’s an HR Manager to Do?

Everybody has a right to leaves of absence –if they meet certain conditions. How do you, the Human Resources professional, know what those conditions are and how to legally execute the leaves once you do?

California and federal laws create numerous statutory rules that provide these leaves and the evolution of these laws has dramatically eroded the freedom employers formerly had to grant or deny time-off requests. In many cases, several laws may provide an employee with overlapping protections through a complicated web of rules and legal compliance standards. And, new leaves continue to be considered both in California and at the federal level.

Good news – an all-in-one resource on leaves of absence
In his new publication, Leaves of Absence and Time off from Work Manual (4th Edition), Attorney Richard J. Simmons examines the key statutory rules and obligations these plethora of laws create. Among the numerous topics addressed in this must-have desk reference are:

This book and many others by Mr. Simmons are available through the EG Store at a discounted member rate. For more information please visit out web site at http://www.employersgroup.com/products/index.shtml or you may call our Member Services Center at 800-748-8484 and select option #3 to speak to a representative.