CONTRA COSTA COUNTY

EMPLOYER ADVISORY COUNCIL

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to take the sting out of managing a constantly changing workforce. 

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  • 15 Feb 2021 9:00 AM | Anonymous member (Administrator)
    • By now you’ve likely heard about the Tampa Bay Buccaneers Superbowl LV win over the Kansas City Chiefs. Being a resident of the Tampa Bay area, for us, this has been a long time coming. While the Buccaneers won the 2002 – 2003 Superbowl after many years of being the laughing stock of football, they had not reached the playoffs since 2007. So, you can imagine for us here in Tampa Bay, this win is the equivalent of winning the billion-dollar lottery Powerball.

      But the question many people are rhetorically asking is, what was the difference this year? It’s rhetorical because we all here know the answer to that question. You guessed it, Tom Brady. That got me to thinking about organizations and the leaders who influence them.

      After an unceremonious exit from the only team he’s played for since entering the NFL, Tom Brady landed with the Bucs and immediately began drawing from a talent list of players. Only a year after retiring from the NFL, he coaxed tight end Rob Gronkowski out of retirement. It is reported that Gronk replied to Brady’s call, “I’ve been waiting on you to call.” He also tapped running back Leonard Fournette, who himself was out of a job, having been released by the Jaguars. And one of the most startling people Brady tapped was Antonio Brown, who like Shleprock in the Flintstone cartoon, trouble never seemed far behind him.

      What does Gronkowski, Fournette and Brown have in common? All were recruited by Tom Brady and not one of them were with the Buccaneers the year before. There are some incredible lessons organizations can learn from the moves made by Tom Brady.

      Great Leaders Draw Great People

      Many, if not most leaders spend a great deal of time simply working to achieve results. While results matter, they are not the holy grail. Great leaders take it a step further, and draw great people to build a great culture. Great leaders aren't satisfied with what they "have." Great leaders also have an influence that causes others to want to be around them.

      Tom Brady, knew Gronkowski still had more juice left. Tom Brady, knew Leonard Fournette wasn’t washed up and could still be a punishing runner. Tom Brady, knew that with the right mentoring, Antonio Brown could flourish. And because of Tom Brady’s leadership, not only did the men he recruited excel, they were the keys to the 4 touchdowns for the Buccaneers.

      Who is your Tom Brady in your organization? Who is that person that uses their influence to draw out the best in others? Who’s that person within your organizations that persons inside or even outside of your organization want to work for?

      How Can You Be Like Tom Brady (And still be you)?

      1.    Spend a little time each week looking for great people to spend extra time with to mentor.

    • 2.    Spend time developing people to become something instead of getting them to simply do something.

    • 3.    Make connections and keep notes on talent you may want to tap down the road.

    • 4.    Instead of putting together a list of potential candidates to replace Susie when she gets promoted or moves on, have your own list of people who are the type of talent you want now.

    I believe we all want to be around or work for great leaders. I’m aware that neither you nor I are Tom Brady, however, we both certainly can make sure we’re the kind of person that others would want to follow.

    So, I leave you with the question I started with, who’s your Tom Brady?

     

    Kelvin McCree

    www.mylaserfocus.com

  • 2 Feb 2021 10:00 AM | Anonymous member (Administrator)

    Muller Veterinary Hospital

    Julia Stephens, CFO


    Members since: early 2000s

    Why did you join the CCCEAC?

    I joined as a veterinary consultant before I was with Muller VH at the referral of another member.

    What do you look forward to the most from your CCCEAC membership?

    Our team gets so much from the educational opportunities that help us run our business.  You offer excellent speaker.  I do miss the in-person networking where I have met and hired some very helpful consultants for our business.  We have also used the attorney benefits where we have received excellent advice, on several occasions!  I think that CCCEAC is one of the most undervalued and undermarketed resources for smaller employers in Contra Costa County.

    Tell us about your company!

    When you have a pet, giving them the best care possible is definitely achieved at Muller Veterinary Hospital in Walnut Creek.  Muller Veterinary Hospital was established 1957 by Dr George Muller, the Father of Veterinary Dermatology.  It was later sold to Dr Erin Troy in 1999.

    Muller VH has been accredited by the American Animal Hospital Association since its inception.  They specialize in general animal veterinary services as well as providing world-class pain management care in their canine rehabilitation center(Note from the CCCEAC:  Muller is currently such a popular hospital, there can be up to a several week wait before a new client can get a first appointment.)

      How can members contact you regarding services provided by your company?

      Check out our website  www.mullerveterinaryhospital.com


    • 5 Jan 2021 10:00 AM | Anonymous member (Administrator)



      Adaptive Learning Center

      Donna Feingold, Executive Director


      Members since: 2014

      Why did you join the CCCEAC?

      I had previously participated in local EACs at past jobs and always found the information valuable and offered at a reasonable price.

      What do you look forward to the most from your CCCEAC membership?

      Good trainings and, pre-Covid, with an opportunity to network with other companies.

      Tell us about your company!

      We are a local nonprofit based in Concord and have been around for over 30 years.  We support individuals with disabilities to live and work independently in the community.  We support an amazing group of individuals with a wide range of abilities and talents.  These individuals are your friends, your neighbors, your employees, your customers, and your fellow citizens.  Our vision is a community where individuals of all abilities have limitless opportunities.

      How can members contact you regarding services provided by your company?

      Contact me directly (dfeingold@alc-ca.org) or check out our website www.alc-ca.org


    • 3 Jan 2021 6:35 PM | Anonymous member (Administrator)

      Welcome the newest addition to our Board of Directors!

      James Y. Wu, Membership Coordinator

      James Wu is honored to be joining the CCCEAC Board of Directors.  You may recognize James because he has been a presenter the CCCEAC for the past several years.  James has been providing strategic and day-to-day advice and counsel to employers for over 25 years on all employment law topics, including terminations, leaves of absence, COVID-19 issues, Employee Handbooks and policies, employee classification, and so much more.  He also defends employers when claims arise, including wage & hour, PAGA, discrimination, harassment, and wrongful termination.  He serves businesses of all sizes - from start-ups to Fortune 50, and represents many businesses in Contra Costa.  James is also a former President and current Board Member of the Northern California Employment Roundtable (established in conjunction with the California Department of Fair Employment and Housing (DFEH)).

      James and his family have lived in Contra Costa County since 2001, and he is very active in the community.  He has served on the Board of Directors of the Contra Costa County Bar Association for nearly a decade, and was the President of the Board in 2018 and 2019.  James also served as the Section Leader of the Bar Association's Employment Law Section.  Outside of work, James has served at his children's schools and he is a former President and Board Member of the Walnut Creek Little League.  James earned his JD from Boston College Law School, and his MA and BA from Stanford University.


    • 2 Dec 2020 12:35 PM | Anonymous member (Administrator)

      Giant Chef Burger

      Paula Gassoumis & Nick Kikes, 

      Owners


      Members since: 2016

      Why did you join the CCCEAC?

      For the seminars!!   Very informative and educational. 

      What do you look forward to the most from your CCCEAC membership?

      Staying up to date with new laws affecting employers and how to lead vs manage employees.

      Tell us about your company!

      Pleasant Hill's oldest diner!  Best diner and comfort food in the county and probably in the state, but we might be biased!  We are family owned and operated with an awesome staff!  As for the food, well, we have big portions of everything... old-fashioned country gravy, country fried steak, omelettes, pancakes, French toast, steaks, burgers and more!!! For the healthy eaters, we have plenty of options for you too!  During COVID crisis, food is prepared for “to-go” orders only.  We are hoping to reopen for sit-down dining in the spring of 2021!

      How can members contact you regarding services provided by your company?

      Place an order "to go" by calling us at 925-689-6094, option 3, or stop by and order at the window!


    • 31 Oct 2020 1:19 PM | Anonymous member (Administrator)

      We were honored to be the subject of the Partner Spotlight in the Workforce Development Board of Contra Costa County's October Newsletter.  Check it out below!


    • 1 Oct 2020 4:46 PM | Anonymous member (Administrator)

      By Marilynn Schuyler, Schuyler Affirmative Action Practice

      This pandemic has altered our ways of conducting business. For those of us fortunate enough to still be in business, we face new challenges in some obvious, and some not-so-obvious ways. The more obvious changes include social distancing, the wearing of masks, and the huge increase in reliance on Zoom and related technology. But the pandemic also impacts human resources issues, particularly with respect to non-discrimination, equal employment opportunity, and providing reasonable accommodations. Check out my recommendation for best practices here.

      Please note: Nothing in this article is intended as legal advice or as a substitute for any professional advice about your organization's particular circumstances. All original materials copyright © Schuyler Affirmative Action Practice 2020.


    • 2 Sep 2020 4:32 PM | Anonymous member (Administrator)

      About the Author: James Boretti is the President and founder of Boretti, Inc. James has over thirty years of environmental, health and safety management and consultation experience. He is a Certified Safety Professional, a prestigious designation he has held for over 25 years. You can contact him at (559) 372-7545 or james@borettiinc.com.

      In today’s COVID-19 environment, people may think this isn’t a great statement to make: having safety makes sense. In the safety profession, the following question has always been a challenge: “Why safety?”

      There are many reasons why organizations embrace safety, such as complying with OSHA regulations, minimizing the impact of insurance rates, reducing injuries, or minimizing risk exposures. And on the surface, it appears that most companies pay attention to safety to avoid something: recurrence of a recent serious injury; OSHA penalties; high insurance rates. While all of these are good reasons, these actions are reactions: in each case safety isn’t planned, it’s a reaction to something that happens.

      In the past, the assumed answer is “because it’s required;” however, today we see safety is all about creating confidence: confidence that our food supply is safe, confidence that our workplaces are safe to work in, and confidence that it’s safe for customers to return. And that confidence comes with success. A safe environment allows customers to feel confident to visit and buy from you, talent to seek employment at your organization and remain, and stability for the organization. Over 30 years of experience has shown that to build this confidence, businesses must follow five steps to embrace safety.

      5 Basic Steps to Embrace Safety

      1.    Assess

      Ask yourself “What is of risk to the organization, and how can I possibly control it?” You’d be amazed at all the wasted effort you’ll find if you spend a little time asking these questions. Knowing these risks helps you know how to address them.

      OSHA lists absenteeism, change in commerce patterns, and interrupted supply chain are potential risks to businesses from the COVID-19 pandemic. And, if we are to assess for risk, OSHA’s assessment for risk fall into three major categories:
      • Job duties involving close (within 6 feet), frequent contact with the public, customers or workers, especially contact with infected people or other sources of the virus.
      • Social conditions in the population area have ongoing transmission.
      • Traveling to areas that are highly affected by COVID-19.
      Considerations would be given to proximity (closeness to others); frequently touched surfaces that may be found in a common area such as a lobby, customer waiting room, breakrooms, restrooms, and timeclocks; and layouts such as open spaced work areas and airflow.

      2.  Process –

      Once you know risks you need to address, you can know how you’re going to control them, and you’ll want to put them into a written process. OSHA has outlined a process to reduce exposure risk for employees by addressing both workplace-specific and non-occupational risk factors to determine the best prevention measures for your operation. As always, ensure you are following federal, state, local, tribal and/or territorial recommendations.

      Applying this to the COVID-19 situation, capturing the efforts you make into a plan ensures your efforts are on track and documented, and that they are working well. The key is to ensure everyone knows who is going to do what by when. Elements of a process would include the following:

        • Elements
        • Expectations, Better Practices, Application
        • Responsibilities / Roles
        • Lists who is responsible for what by when
        • Access
        • Who can access the facility / job-site / when (i.e., employees, contractors, visitors), working from home, screenings, PPE and distancing expectations, etc.
        • Cleaning
        • How is this done, frequency, what surfaces (hard vs. porous), post-COVID suspected or confirmed, etc.
        • Precautions
        • Social distancing, PPE, washing / sanitizing, staggered shifts and breaks, etc.
        • Travel
        • If necessary / approved, precautions to take, etc.
        • Carpooling / Vanpooling / Ridesharing
        • If necessary, cleaning and disinfecting after each ride, self-screening, barriers / PPE, ventilation
        • Resources
        • Items the company will provide to employees, customers (within its ability)
        • Communication
        • For confidence on cleaning, following suspected / confirmed COVID cases, etc.
      3.    Educate –
      Educating on and including your people in the process, including the risks being controlled and why, will help them engage and contribute to the success, making it more valuable.

      Applying this to the COVID-19 situation, education would cover the following elements at a minimum:

      • What COVID is and How it Transmits: this provides the “why” we are doing what we’re doing.
      • What to do:
            Cover coughs and sneezes
            Wash hands
            Wear face coverings
            Frequent cleaning
            Stay home if sick / exposure
            What’s changed in the workplace
            Your program / what’s expected
      4.    Implement –

      Implement the process and watch it take off. For the current COVID-19 pandemic, the Centers for Disease Control (CDC) and OSHA suggest implementing frequent handwashing and shifting policies or practices to include more flexible worksites and work hours. Workplace changes such as workstation distancing or use of barriers, and one single point for entry and a separate single point for exit are also some ideas to consider COVID prevention.

      5.    Investigate –
      Not everything will be perfect the first time: if something goes wrong, investigate to find out why, then make a change to improve the process.
      OSHA uses the following investigation technique for a COVID situation to determine if it is possibly work related or not.
      • COVID-19 case is likely work-related if:
            Several cases develop among workers who work closely together
            Contracted shortly after lengthy, close exposure to customer or coworker who has a confirmed case of COVID-19
            Job duties include frequent, close exposure to the general public in a locality with ongoing community transmission
      • COVID-19 case is likely NOT work-related if:
            The person is the only worker to contract COVID-19 in vicinity and job duties do not include having frequent contact with the general public, regardless of the rate of community spread.
            Outside the workplace, the worker closely and frequently associates with someone who (1) has COVID-19; (2) is not a coworker, and (3) exposes the employee during period in which the individual is likely infectious
      The answers to the investigation would trigger immediate actions to do with regard to communication, quarantining and cleaning, and how the process can be improved, if needed.

      For additional resources regarding COVID, see the following links:

      These five simple steps will create the confidence needed for success. Contact a safety professional to provide you guidance and support.



    • 31 Mar 2020 1:36 PM | Anonymous member (Administrator)

      Dear Leader,

      You were made for such a time as this. 

      You need to hear how much you and your leadership matters right now. Amidst the panic, the fear, and the unknown, your team and employees are looking to you for real leadership. Our team is thinking about you, praying over you, and discussing ways we can best support you through this time. 


      Here are a couple of ways that your leadership can have a powerful positive impact on the people you lead:

      ·         Tell them "You are okay. We will all be okay."  A trauma doctor will tell you that the most important first thing a trauma patient needs to hear is that they are okay. Tell your people this, and really mean it. This time will not last forever. China has already begun closing ICU hospitals set up just for Covid-19 treatment because there are fewer cases requiring hospitalization. There will be light at the end of this tunnel and you need to remind your team that your company will not be overcome by this pandemic. 

      ·         Use this time to get ready for the BIG REBOUND. As soon as everyone gets the green light to be able to go to dinner, travel and congregate again, the demand for goods and services will skyrocket. Consider how badly you desire something as soon as you are told you can't have it or do it? Your competitors are not preparing for this and will still be trying to mobilize while you will hit the ground running. Get ready, it is coming.

      ·         Be audacious and generous with positive encouragement and care. Your employees will remember this time and how you led them through the uncertainty.   Right now, they are telling their spouses and friends and family about your leadership.  When it is over, how do you want to be remembered?  Write notes of appreciation, help out with creative solutions to keep things running, catch people going above and beyond to help their co-workers.  This is your chance to become the leader you always wanted to have lead your division or company.

      ·         Take some time for creative brainstorming.  Is there an opportunity to seize created by this pandemic?  What could your organization do right now that could bring value to your clients?  What new needs have been created that your organization can fulfill?  There is gold in adversity.  Your job as a leader is to help your people discover it.

      ·         Lastly, and most importantly, put on your own oxygen mask first before helping others.  Every time I fly, the flight attendant reminds us to put on our own oxygen mask before helping others.  Please, please, please be mindful of what information you are allowing into your mind.  Your spirit will reflect your own inputs.  If you allow yourself to be inundated with bad news, you will sweat despair...which is very stinky.  Make sure you are intentional about looking for good news, reading books and articles that make you feel hopeful and optimistic.  Don't fake it, be intentional about building belief that the future is bright.

      This pandemic is creating the scene in the movie of your life where you take all of the lessons you've learned, all of the hardships you've endured and you pull everything good from those experiences to lead your people in ways that change their lives for good.  You've got this!  You really do!  I believe in you and I am here to help you any way you need!

      Now go lead...be powerful...make a difference...and you will celebrate with your teams in triumphant ways when this is over!

      Warm Regards,

      Jody Bagno

      Jazz Business Consulting 

      www.JazzBC.com


    CONTRA COSTA COUNTY EMPLOYER ADVISORY COUNCIL

    The CCCEAC is your connection to information about employment and workforce development. The CCCEAC has been in partnership with the State of California Employment Development Department (EDD) since 1980. 


    501c6 non-profit organization 

    • Provides to all employers, low-cost, timely seminars on topics such as employment law, workforce development, human resource practices, and professional development. 
    • Works with the EDD to promote regulations, policies, and procedures that are business friendly. 
    • Provides connections between employers, other EACs, and the EDD at the local and state level. 
    • Partners with the Workforce Development Board on hiring talent, and leveraging resources. 
    • Notifies employers about pending legislation that may impact them. 
    • Provides employer representation on state-level panels, boards, and advisory groups. 

    Connect with us!

    Contact Us!

    For any and all inquiries, please email:  admin@ccceac.com

    PO Box 23312

    Pleasant Hill, CA 94523

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