The Corona Chamber is supporting AB 2283 which would legalize alkaline hydrolysis, a process that speed up the natural decomposition process, in California. The proposal was authored in the State Legislature by State Assemblymember Jeff Miller and sponsored by Chris Miller (no relation), owner of Thomas Miller Mortuary and a member of the Corona Chamber of Commerce Board of Directors and LAC. Chris Miller has become the state-wide spokes person in support of the proposal.

Alkaline Hydrolysis is defined as a water-based chemical resolving process using strong alkali in water at temperatures of up to 180C (350F) to rapidly yet sympathetically reduce the body to ash. It is essentially a highly accelerated version of natural decomposition chemistry. Hydrolysis as the name suggests is the process of forcing water molecules between the chemical bonds holding large tissue molecules such as fats, DNA and proteins together. This process breaks the tissue down to its original small molecular building blocks. This is a natural process found in body decomposition after death.

AB 2283 would require the Cemetery and Funeral Bureau to adopt regulations for the safe operation of alkaline hydrolysis chambers by July 1, 2011. Under current law, the Cemetery and Funeral Bureau licenses and regulates crematoria and various professions relating to the disposition of human remains. Violating these provisions is considered a misdemeanor.

“The Corona Chamber is proud to support one of our Chamber leaders in his effort to bring positive changes to his industry,” stated Cynthia Schneider, Chair of the Corona Chamber’s Legislative Action Committee. “In any industry, change that is accomplished though meaningful policy reform at the statewide level and led by someone at the local level, is something we need to rally behind. Chris’ ability to gain not only this Chamber’s support but the support of many legislators throughout California is deserving of recognition. The Corona Chamber of Commerce is proud to have such an entrepreneurial individual as part of our business community and our Board.” Schneider continued.

In a recent article in the Press-Enterprise Assembly member Jeff Miller was quoted as saying, “I'm excited! It just gives Californians an option on how they want to bury their loved ones.”
Chris Miller was also quoted saying, "I thought, 'Wow, this could be a nice alternative.' It doesn't seem as violent as people think cremation is. And … it doesn't create any sort of carbon footprint."

AB 2283 has passed out of the Assembly Committee on Business, Professions and Consumer Protection and is now awaiting a hearing in the Assembly Appropriations Committee.

June 10, 2009

Corona Chamber Fights At State Capitol for Workplace Flexibility

Last month, the Corona Chamber of Commerce traveled to Sacramento to testify on behalf of Corona businesses in favor of a proposed law that would have allowed for flexibility in scheduling workplace hours. Working closely with the legislation’s author, State Senator John J. Benoit, the Chamber urged the Senate Committee members at the hearing to allow the proposed legislation to move forward, and testified on the positive effects the legislation would have on the businesses community and businesses throughout California.

SB 187 once again failed on a party line vote and therefore failed to pass out of committee.

“Unfortunately, politics dictated the outcome of this piece of legislation, and now the business community has to suffer because of the inability of some legislators to understand what the state is going through right now,” stated Cynthia Schneider, Chair of the Legislative Action Committee of the Chamber. “We testified that SB 187 is of particular importance to employers who may run businesses around the clock and wish to offer flexibility as an incentive to employees. The flexibility in the workplace would have met the demands of the next generation of our workforce and it would have created an environment in the workplace that facilitates family and personal pursuits,” Schneider continued.

One of the motivating factors behind the proposed law would have been that by allowing workplace flexibility in scheduling, the need to accommodate employees' diverse family obligations, personal pursuits, and commuting issues would have been accommodated. The request would have had to come from the employee to the employer. SB 187 would have enabled all types of businesses to offer this desirable option to their employees, creating a win/win situation for both employer and employee. Employers with employees who belonged to a Union would not be affected by the new options offered in SB 187.

This was the second consecutive legislative session at which the Chamber has supported SB 187. In prior years, the same legislation failed on party line votes due to pressure from outside Sacramento influences. State Senator Benoit and the Chamber had hoped this year would be different due to the added support from hundreds of businesses and organizations throughout California. The Chamber continues to believe that SB 187 is an important piece of legislation and will continue to work with State Senator Benoit by pressuring legislators in Sacramento to understand the importance of SB 187 for the business community in future legislative sessions.
 

June 10, 2009

Flexibility in the Workplace Top Priority for Corona Chamber

The Corona Chamber of Commerce is again supporting local businesses by lending its support to a proposed law that allows for workplace flexibility. SB 187 is designed to permit employees and employers more flexibility in their work schedules. Current California Law requires overtime compensation to be paid for work performed by an hourly employee who works in excess of eight hours in a single day, or more than 40 hours in a single workweek. SB 187 would allow this to be adjusted, on a voluntary basis.

The Chamber is working closely with the legislation’s author, State Senator John J. Benoit, to reach out to the business community and other interested organizations in hopes of generating momentum for the proposed law in the state capitol. In recent years, similar legislation has stalled, unable to gain traction through the highly politicized process in the capitol. The Chamber is hoping to change this through ongoing communications with key legislative leaders and interested parties.

“SB 187 is very important for many of the businesses in Corona. It’s of particular importance to employers who may run businesses around the clock and wish to offer this flexibility as an incentive to employees,” stated Cynthia Schneider, Chair of the Legislative Action Committee of the Chamber. “Flexibility in the workplace would meet the demands of the next generation of our workforce and it would create an environment in the workplace that facilitates family and personal pursuits,” she continued. .

The motivating factor behind the proposed law, allowing workplace flexibility in scheduling, is the need to accommodate employees' diverse family obligations, personal pursuits, and commuting issues by allowing employers to grant scheduling requests from employees. SB 187 would enable all types of businesses to offer this desirable option to their employees. Employers with employees who belong to a Union would not be affected by the new options offered in SB 187, as they are covered by a collective bargaining agreement.

The option would be employee-driven. Employers would submit a request to their employer. They would mutually agree to a four 10-hour day work week. This option, or alternative work week agreement, applies exclusively to businesses that are not covered by a collective bargaining agreement. In the event that an employer enters into a collective bargaining agreement subsequent to entering into an alternative workweek agreement, the Labor Code mandates the collective bargaining agreement would apply instead.

SB 187 contains a list of important employee protections as well.

• SB 187 does not affect workers covered by collective bargaining agreements. Employees covered by collective bargaining agreements in both the private and public sector are exempt from daily overtime--these include all state, county, and city employees such as those employed by school districts, water districts and a multitude of other governmental agencies.
• The employee must request the alternative schedule in writing.
• The employee or the employer may terminate the schedule agreement in writing at any time.
• The Division of Labor Standards Enforcement will enforce the new rule and adopt or revise regulations to implement it.
• SB 187 prohibits any employer from offering an employment benefit to an employee as an incentive to seek flexible schedules.
• SB 187 prohibits retaliation against an employee who does not seek a flexible schedule.
• SB 187 also prohibits an employer from forcing an employee to work more than eight hours in a workday without overtime pay.
 

May 10, 2006

Corona Chamber Supported Four Day Work Week Proposals Win-Win For Employers and Employees
 

The Corona Chamber is supporting dual proposals, one in the State Assembly and one in the State Senate, that would favor employers and employees to mutually agree on a more favorable and flexible four-day work week. AB 2217 (Lillinies; R-Clovis) and SB 1254 (Ackerman; R-Tustin) would allow employees to work four 10-hour days a week if the employee desires the schedule and the employer agrees to the compressed schedule.

If the employer agrees to the proposed four-day workweek schedule, the four-day workweek will be paid at straight time rates. Any work performed beyond the compressed work schedule would remain subject to current California overtime requirements. Under current law, individual employees do not have the right to seek and arrange flexible schedules with their employers.

For the average full-time employee working a compressed four-day workweek would provide for up to 50 extra days off from work each year. That will be time for the employee to spend with family, attend children’s school activities, take care of dependent elders, go to medical appointments, go back to school or attend to other private matters that usually cannot be accomplished on a weekend.

The current alternate work schedule adoption process is largely unused and does not provide flexibility for individual workers and employers. The unwieldy Industrial Welfare Commission wage orders effectively eliminate most employers and employees from choosing schedule options such as flextime, part-time, job sharing, telecommuting, and compressed workweeks.

Both AB 2217 and SB 1254 contain important protections for employees. The bills prohibit any employer from offering an employment benefit to an employee as an incentive to seek flexible schedules, or retaliating against an employee who does not seek a flexible schedule. The bills do not affect workers covered by collective bargaining agreements.

Your Chamber encourages employers and employees to contact the chairs and vice chairs of the Assembly and Senate policy committees to voice support for AB 2217 and SB 1254 to allow greater flexibility in individual employee work schedules.
Greater flexibility would contribute to a reduction in traffic congestion at peak traffic hours and less air pollution, as well as improved employee morale and lower employee absentee rates.

Home > Issues > Employee Relations