Executive Director’s Message

Executive Director Southern California Rental Housing Association

COVID-19 Rental Assistance... A Win-Win for Housing Providers & Residents!

Emergency Rental Assistance programs launched over a month ago. SCRHA was pleased to share information about those programs and host informative webinars to help guide housing providers through the process of applying on behalf of their residents. To date, these programs remain open and continue to accept applications. They will do so until funds are depleted.

SCRHA wants to make sure you and/or residents don’t miss an opportunity to receive payment for rental arrears. As we have seen in the last year, so much of what is to come is unknowable and fluctuating. Housing providers will be able to take action to recoup COVID-related rental debt beginning August 1. However, that may be too long to wait for some and there is always the possibility the legislature will push that date further out. Additionally, we have no way of knowing how long the court process will take.

This is why SCRHA is encouraging its members to apply for rental assistance on behalf of their residents or share informational flyers with them. Rental assistance will help renters erase their debt and provide property owners with much-needed income. Programs do not ask about immigration status nor does it affect eligibility. Many renters may also be able to receive assistance with their past due utility bills.

Housing Provider & Resident Communication

Open lines of communication are vital to the rental assistance process. Housing providers should communicate to their residents when they have applied on their behalf just as residents should communicate the same to their owner or manager. Residents are required to accept and/or co-sign applications. They may also need to show proof of income. SCRHA has created a letter to help you notify a resident when you have applied on their behalf. Additionally, a form is now available to document your efforts when applying for and/or communicating the availability of rental assistance. You can access the letter and COVID-19 ERAP Attestation Form on the SCRHA COVID-19 Rental Assistance & Eviction Compliance web page: https://info.socalrha.org/rental-assistance

As always, thank you for the opportunity to assist you with all your rental housing needs.

Local Rental Assistance Programs

• For Properties in the City of San Diego

www.sdhc.org

• For Properties in the City of Chula Vista

www.chulavistaerap.com

• For Properties elsewhere in San Diego

County (unincorporated County, Carlsbad, Coronado, Del Mar, El Cajon, Encinitas, Escondido, Imperial Beach, La Mesa, Lemon Grove, National City, Oceanside, Poway, San Marcos, Santee, Solana Beach, and Vista) www. sdhcd.org

• For Properties in Southern Riverside County

www.unitedlift.org

• For Properties in Imperial County

www.housing.ca.gov

The Next Normal

OFFICE LIFE POST-PANDEMIC

By: Molly Wood, HR Consultant, San Diego Employers Association

Vaccinations are out, restaurants and bars are open, you can go to Legoland again. Things are getting back to normal. As we get past the pandemic, many businesses are planning to have employees come back into the office. But there are several considerations regarding business protocols in a postpandemic world.

Safety

The most important thing to consider is safety. The CDC is recommending engineering controls including enhanced ventilation, redesigning workspace so employees aren’t facing each other, setting up physical barriers such as strip curtains or plastic shields, using visual cues to remind employees of social distancing, and providing hands-free hand sanitation and hand washing stations. Other considerations are adjustments to communal amenities such as coffee and water dispensers and wearing face masks when mobile. Employers are still obligated to post social distancing and sanitation protocols, and enhanced cleaning is required. Before people come back to the office, these safety precautions should be in place.

Employees should be educated on how the spread of COVID-19, or any subsequent variations, can be reduced. This includes frequent hand-washing, avoiding touching one’s face, avoiding touching hightouch surfaces, minimizing direct physical contact, and not sharing electronic equipment whenever possible. Equipment and hightouch areas should be sanitized regularly. Employers also need to determine what, if any, screening protocols will be in place. Initially screening protocols were encouraged by government agencies, but as it was determined that screening was not effective with asymptomatic employees, or those with mild non-specific symptoms, many have considered these measures to be more trouble than they are worth.

Perhaps the most important expectation to share with employees is to not come in when they are sick. California’s Supplemental Paid Sick Leave is required through September 30, 2021 for those who develop COVID-19, or have an adverse reaction to a vaccine, but there are many illnesses besides COVID-19 that are contagious. Don’t promote an environment that advocates

employees coming to work when they are not feeling well. The employee will be less effective in their own work, and overall productivity may decline as other staff members catch the bug.

Restart Readiness

The CDC has provided various tools on their website for businesses to determine their ability to safely have employees back in the office. Their toolkit includes a Restart Readiness Checklist, Worker Protection Information, and a Return to Work Infographic that they recommend posting.

The Restart Readiness Checklist is heavily focused on planning. Employers should have procedures in place for what to do when an employee exhibits COVID-19 symptoms at the workplace along with a communication plan for staff. A coordinator should be selected as a point of contact for COVID-19 issues, and sick leave policies should be flexible and supportive. Businesses should also have protocols for parents who need to leave work if there is a COVID-19 case in their child’s school or daycare. It is important to be consistent with policies and procedures, so as not to create the perception of discrimination or retaliation.

Continuing Telework

The CDC is still strongly encouraging telework, and CalOSHA mandates that those who have been exposed to a positive COVID-19 case are excluded from the office. Bringing employees back too soon may be more disruptive than continuing to allow for remote work.

Additionally, many employees have grown accustomed to telework. While some are not fans of the social isolation, others prefer the flexibility of working from home, and may be more productive in a telework environment. Just as you would want your employees to give you a better reason than, “We’ve always done it that way”, be prepared to have a businesscentric explanation as to why employees are required to come back to the office if they have been able to work remotely. Remember, performance issues should be handled as such. If an employee is not meeting productivity standards then address that problem. It doesn’t matter where they are working, it matters if the work is getting done.

San Diego Employers Association is offering a Remote Workforce Management Certificate Program. Classes can be taken individually, or managers can sign up for the complete program.

2020 brought a lot of unforeseen changes to the workplace. The sudden need to adapt business operations to meet stay at home orders has been challenging for employers, but hopefully has also been a learning experience. Acclimating to the Next Normal will have it’s own demands, and working with their employees, resilient businesses will meet them.

San Diego Employers Association is a Preferred Partner. SCRHA members receive a discount, learn more about savings at socalrha.org.