FWEDA Matching Fund Scholarship Program
FWEDA is pleased to announce the availability of a limited number of matching fund scholarships to assist in the training of employees or potential employees of Far West’s farm equipment dealers.
This is a “dealer-driven” scholarship process. The dealer must approve the applicant as a potential future employee, approve the applicant’s course of study as being relevant to dealership operations, and agree to match the $500 scholarship awarded by FWEDA. Applicants must be accepted and enrolled as a full-time student into a dealer-approved higher education curriculum.
Applications for scholarships to be awarded for the 2015-2016 school year must be received in the association office by April 27, 2015. All requested documentation must be included in order to be considered. Scholarship recipients will be selected by random drawing in the event that applications outnumber available scholarships.
If scholarship funds are remaining after April 30, 2015, additional scholarship applications will be accepted. However, no scholarship funds for the 2015-2016 school year will be disbursed after October 1, 2015. One applicant per paid FWEDA member will be considered unless funding allows for additional applicants from a dealership.
Do not send money with this application. When your scholarship has been approved, you will receive an invoice and instructions for submitting your $500 portion of the scholarship.
If you have questions after reviewing these materials, please contact the association office at (707) 678-8859 or firstname.lastname@example.org. Thank you for your interest in the FWEDA Matching Fund Scholarship Program!
Click here to download the Far West Scholarship Application.
Paid Sick Leave Law:
A Look at Employer Compliance Options
With the signing of the legislation mandating that employers provide employees with paid sick leave starting July 1, 2015, many employers are questioning what options they have to comply with the new law and how existing or newly adopted employer policies will coordinate with this new mandate.
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AB 1522 (Gonzalez; D-Sherman Heights; Chapter 317) provides employers with three options by which to satisfy the requirement to provide employees with paid sick leave, thereby offering employers some flexibility to implement a new or existing policy.
The first option employers have to provide paid sick leave is the statutory mandated accrual method that requires an employee earn one hour of paid sick leave for every 30 hours worked. Under this option, an employer will have to track the hours of each employee to determine when the employee has accrued one hour of paid sick leave. An employer may cap an employee’s accrual at six days or 48 hours. Any accrued, unused paid sick leave must be carried over to the following year.
“Front Loading” Policy
The second option for providing paid sick leave is a “front loading” employer policy that provides an employee with at least three days or 24 hours of paid sick leave, paid leave, or paid time off at the beginning of each year.
Under a front loading policy, an employee does not accrue leave during the year, as the employee receives all of the paid sick leave or paid time off on the first day of the year. Under this option, an employer does not have to track the employee’s hours for accrual and does not have to carry over any unused paid sick leave.
The third option is an employer policy that provides an employee with at least three days or 24 hours of paid sick leave in a 12-month period, year of employment, or calendar year.
Under this option, an employer can determine the accrual rate or method, so long as the annual amount provided to all employees is at least three days or 24 hours of paid sick leave, paid time off, or other paid leave.