California Updates Employee Leave Requirements for Coronavirus
In response to the coronavirus (COVID-19) pandemic, states have passed new laws and issued new regulations and guidance about employee leave taken for COVID-19 reasons. These provisions are in addition to the federal Emergency Paid Sick Leave and Emergency Family and Medical Leave Expansion requirements passed on March 18 as part of the Families First Coronavirus Response Act (FFCRA). Employee leave requirements for Coronavirus in California are listed below.
In general, employee leave permitted under new state COVID-19 rules and guidance varies with respect to factors like the employers and employees covered by the leave, the length and purpose of the leave, whether the leave is compensated and at what rate, and whether the leave is provided under a new law or rule, or covered under an existing provision.
This Compliance Bulletin briefly describes new state employee leave provisions and guidance enacted or issued in response to the COVID-19 pandemic, along with links to government resources providing further information. Information about similar measures in select major cities is also included. The document will be updated with additional new employee leave rules in this rapidly changing compliance area.
California Employee Leave Requirements for Coronavirus
The California Labor Commissioner has issued FAQs on employee leave options, compensation and salary in the context of COVID-19. In addition, Governor Newsom issued an executive order requiring large employers to provide up to 80 hours of paid leave for food sector workers for certain COVID-19-related reasons. Covered workers include farm workers, grocery workers and food delivery workers, among others. The measure was intended to provide paid leave for employees not covered by FFCRA’s paid leave provisions. Click here for more information.
The following entries describe select local leave laws enacted in response to the COVID-19 emergency. Additional localities (such as San Mateo County and Santa Rosa) have passed similar measures. Employers should familiarize themselves with the leave laws that apply in their county, city or town.
Long Beach—Effective May 19, 2020, a Long Beach ordinance imposes a paid sick leave requirement on employers that have 500 or more employees nationally, and that are not required to provide FFCRA emergency paid sick leave. Under the ordinance, full-time employees are entitled to 80 hours of paid leave, and part-time employees are eligible for paid leave in an amount equal to their average number of work hours over a two-week period, for specified COVID-19-related reasons. As with the FFCRA, different rates of compensation apply, depending on the reason for leave. The ordinance also contains pay caps and employee and employer exceptions, such as for health care worker and emergency responder employees (as defined in the ordinance).
Los Angeles—Mayor Eric Garcetti has issued a public order, effective April 10, 2020, requiring up to 80 hours of supplemental paid sick leave for certain workers for specified COVID-19-related reasons. The order applies to private employers with 500 or more employees within the city of Los Angeles, or 2,000 or more employees within the United States. The order includes employer and employee exemptions, and pay caps apply. The city has issued rules to implement the order.
Los Angeles County—Under an urgency ordinance, employees in unincorporated areas of Los Angeles County are entitled to 80 hours of supplemental paid sick leave for specific COVID-19-related reasons, retroactive to March 31, 2020. Part-time employees receive paid sick leave equal to their average two weeks’ pay. Pay is capped at $511 per day and $5,110 total.
The ordinance applies to employers with 500 or more employees nationally, but employers covered by the FFCRA or the state order requiring paid leave for food sector employees are exempt. Employees who are emergency responders or health care providers, as defined in the ordinance, are not entitled to the leave.
Oakland—On May 12, 2020, Oakland passed a law requiring employers with 500 or more employees to provide their workers with emergency paid sick leave for specified COVID-19-related reasons, including employees at least 65 years old or at other risk of serious illness from COVID-19 exposure. The law took effect immediately upon passage. Full-time workers receive 80 hours of leave, while part-time workers are entitled to an amount of leave equal to their average work hours over a 14-day period, based on hours worked during the period Feb. 3 – March 4, 2020. Pay caps and exemptions, including for health care worker and emergency responder employees, apply.
Sacramento—Under a city ordinance effective June 30, 2020, employers must provide employees up to 80 hours of supplemental paid sick leave for specified COVID-19-related purposes. The ordinance applies only to employers that have 500 or more employees nationally and are exempt from FFCRA paid sick leave requirements. Exceptions apply for employees who are emergency responders or health care providers, and employers can use certain employee leave provided for COVID-19 purposes as a credit toward the leave required under the ordinance. As with FFCRA paid sick leave, compensation varies according to the reason for the leave, and daily and aggregate pay caps apply.
San Francisco—As of April 17, 2020, the San Francisco Public Health Emergency Leave Ordinance requires employers with 500 or more employees worldwide to provide their San Francisco employees with up to 80 hours of emergency paid sick leave for certain coronavirus-related purposes. Click here for FAQs from the city on the new law.
The city of San Francisco has also passed the Workers and Families First Program, providing $10 million to businesses with employees in San Francisco to provide five days of sick leave beyond employers’ existing policies. The additional sick leave is available only to employees who have exhausted their currently available sick leave, have exhausted or are not eligible for federal or state supplemental sick leave, and whose employer agrees to extend sick leave beyond current benefits. The city has released an employer guide on the program.
The city has also published guidance on San Francisco Paid Sick Leave and the coronavirus.
San Jose—San Jose has passed a paid sick leave ordinance, effective April 8 – Dec. 31, 2020, in response to the COVID-19 crisis. The ordinance is meant to fill the gaps left by the FFCRA, and it requires employers to provide eligible employees with up to 80 hours of paid sick leave for specified COVID-19 related reasons. The city has issued FAQs on the ordinance.
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As one of the fastest growing agencies in California, GDI Insurance Agency, Inc. is able to provide its clients with the latest and greatest of what the insurance industry has to offer and much, much more. The GDI team has developed an “insurance cost reduction” quoting plan, that provides you with the best coverage at the best rate!
We are headquartered in Turlock, CA, with locations across the heart of California’s Central Valley, Northern California and beyond to provide a local feel to the solutions and services we provide our clients. We pride ourselves on exceeding our client’s expectations in every interaction to make sure that our client’s know how much we value and appreciate their business.
The coronavirus (COVID-19) pandemic has upended the entire world, it seems. With fluctuating infection rates and conflicting official guidance, organizations will need to adapt quickly if they want to succeed in the post-coronavirus landscape. Find out the 5 ways COVID-19 is reshaping HR below!
HR teams stand at the forefront of these efforts. For years, HR departments have been tasked with ushering in fundamental workplace changes, and this moment is no different. This article includes five ways the coronavirus is reshaping HR and how departments can adapt to these new challenges.
1. Greater Remote Working Opportunities
When nonessential businesses shuttered due to COVID-19, many couldn’t function at all. Only organizations with some remote-capable workers were able to maintain operations. This is spurring business leaders to consider allowing employees to continue working remotely after the coronavirus pandemic eases. Technology giants like Twitter and Facebook have already signaled that they will extend remote opportunities to employees who want them.
Employers should consider whether there are areas where they can expand their own remote-working roles. Having at least some employees who can work from home enables adaptability if the workplace must close suddenly. Such arrangements can also reduce costs, especially if they allow a business to reduce its office footprint and pay a smaller lease.
2. More Mental Health Benefits
Reopening a business does not erase the hardship endured by its employees during its closure. Employees may still be grappling with mental health issues that can impact their performance when the doors reopen. Even workers who were fortunate enough to continue working during the COVID-19 pandemic may be suffering from mental health issues that may cause them to burn out.
Employers are taking steps to reduce the mental health burden of employees. Many are already offering mental health benefits, including counseling and access to health professionals. Some businesses are simply working with employees to accommodate their needs. This may include offering flexible scheduling, reduced work hours or other holistic approaches.
3. Virtual Training Solutions
As remote working has shown, employers are eager to maximize their virtual capabilities. Virtual training is another way they’re doing so. This training is just what it sounds like: employee learning conducted online, though an app or some other virtual platform. With more employees working remotely, this type of training makes the most sense.
Even employers with no remote workers should consider virtual training. Not only does it reduce face-to-face interactions (critical during a pandemic), but it can help learning retention. Companies like Walmart, Home Depot and Best Western are already using virtual training solutions. Expect more companies to do likewise in the near future.
4. Virtual Interviewing
Virtual interviewing is the safest option during the coronavirus pandemic, but it will likely remain a popular solution for employers post-coronavirus as well. Virtually interviewing can save time and resources for both employers and candidates, since there is no commute nor meeting space involved.
Virtual interviews can also help employers draw from a larger talent pool, since many people primarily search for jobs online anyway. Many job seekers frequently use websites such as LinkedIn, Indeed and Handshake. Having the ability to recruit from one of these sites, then seamlessly move to a virtual interview, could help employers get talent in the door faster.
5. Reskilled Workforces
Worker reskilling is perhaps the most significant way COVID-19 is reshaping HR at the moment. In effect, employees must learn brand new processes, workflows and standards in order to function in a post-coronavirus workplace. These elements may include stricter hand-washing guidelines, social distancing protocols and updated customer-interaction policies.
Some employers are going beyond health protocols, instead opting for a holistic approach to training. Companies like Amazon and AT&T are investing in training solutions to ensure a more dynamic, capable workforce. These training efforts may include developing social skills, resiliency, critical thinking and other soft skills. By improving these qualities, employers are investing in their workers and, ultimately, providing a better overall product.
Conclusion
These are only some of the ways COVID-19 is reshaping the HR landscape. As more challenges arise and circumstances evolve, employers must adapt as well if they want to stay competitive. Speak with GDI Insurance Agency, Inc. to discuss workplace strategies that can help keep you ahead of the curve.
California’s Leader in Insurance and Risk Management
As one of the fastest growing agencies in California, GDI Insurance Agency, Inc. is able to provide its clients with the latest and greatest of what the insurance industry has to offer and much, much more. The GDI team has developed an “insurance cost reduction” quoting plan, that provides you with the best coverage at the best rate!
We are headquartered in Turlock, CA, with locations across the heart of California’s Central Valley, Northern California and beyond to provide a local feel to the solutions and services we provide our clients. We pride ourselves on exceeding our client’s expectations in every interaction to make sure that our client’s know how much we value and appreciate their business. Contact us today 1-209-634-2929 for your comprehensive business insurance quote!
Grief is a natural reaction to the loss of a loved one. The side effects are well-known, including intense sadness, depression and irritability—just to name a few. For grieving employees, it can be difficult for them to focus on anything other than their loss. In fact, the Grief Recovery Institute found that grieving workers cost employers between $75 billion and $100 billion annually through lost productivity and absenteeism. That’s not surprising, given that 85% of workers said grief affects their decision-making capabilities and productivity levels, according to the same report.
Why Grief Matters Right Now
Employee grief may seem low on the list of pressing workplace concerns amid the coronavirus pandemic, but ignoring this issue can actually hinder return-to-work efforts. That’s because nearly 57% of individuals are grieving the loss of someone within the past three years, according to a recent WebMD study. Following a swath of coronavirus-related deaths, this figure has likely expounded.
If the vast majority of grieving employees say it affects their workplace performance and over half of the population is currently grieving, it’s easy to see why employers can’t ignore this issue.
What Employers Can DoFor Grieving Employees
It’s important for employers to consider employee mental health—including grief—when developing their return-to-work strategies following the coronavirus pandemic. Even if an employer was fortunate enough to maintain operations during the nationwide closures, their employees may still be grieving.
Just like there are many ways to grieve, there are many ways employers can help their grieving employees. Here are a few examples:
Offering paid time off specifically for bereavement
Providing grief counseling in addition to time off
Partnering with vendors who specialize in managing grief or end-of-life planning
Expanding health and mental health benefits to include more grief support
Allowing grieving employees to work reduced hours
Employers should consider surveying employees to identify areas of improvement when it comes to how their workplace supports grief and other mental health issues.
California’s Leader in Insurance and Risk Management
As one of the fastest growing agencies in California, GDI Insurance Agency, Inc. is able to provide its clients with the latest and greatest of what the insurance industry has to offer and much, much more. The GDI team has developed an “insurance cost reduction” quoting plan, that provides you with the best coverage at the best rate!
We are headquartered in Turlock, CA, with locations across the heart of California’s Central Valley, Northern California and beyond to provide a local feel to the solutions and services we provide our clients. We pride ourselves on exceeding our client’s expectations in every interaction to make sure that our client’s know how much we value and appreciate their business.
Contact us today 1-209-634-2929 for your comprehensive insurance quote!
Standing on your feet for extended periods of time every day can have a negative effect on your body over time. When you hold a fixed position, engage in repetitive movements and fail to wear proper footwear, you risk major damage to your body. These safety tips will help you with preventing beauty salon injuries.
How to Prevent Beauty SalonInjuries
The following are some of the most common injuries suffered by those in the cosmetology industry:
Poor working postures—Examples include having your back bent or twisted to wash hair, arms out to the side while giving a massage or shoulders raised while giving a trim.
Repetitious movements over a long period of time—Examples include prolonged sitting or standing while performing services, filing nails and applying hair color for a long period of time.
Carrying heavy loads—Examples include holding a heavy blow dryer away from your body or moving a large box of products from one area to another.
Individualized factors—Examples include wearing shoes with a heel that does not provide adequate support or not taking short breaks to let the body recuperate.
Solutions for Beauty Salon Injuries
Give yourself enough room around furniture and equipment to move about freely.
Use an adjustable chair to avoid working with your arms above your shoulders.
Place tools and styling products within reach and at waist height.
Work as close the client as possible to avoid excessive bending and reaching.
Alternate between tasks to give your muscles a rest. For instance, cut hair, then sweep, then fold towels.
Take a short break every hour to stretch out your muscle
Understanding Chemical Hazards and Beauty Salon Injuries
Though the beauty industry is all about glamour, there are real hazards for those who choose a career in cosmetology. In fact, exposure to certain chemicals can increase the risk of serious health conditions. Potentially dangerous products include the following:
Hair dyes and bleaches
Permanent wave solutions
Shampoos
Hair styling agents
Nail and skin care products
Straightening products
Brow and lash tints
Chemical peels
Peroxides
Wax solvents
Disinfectants in cleaning products
Unprotected exposure to these chemicals can cause the following reactions:
Dermatitis—This general term refers to inflammation of the skin; however, it can signify either an irritant reaction to chemicals or a more serious allergic reaction.
Asthma—Chemicals common in hairdressing and nail services may aggravate pre-existing asthmatic conditions or even cause occupational asthma.
Cancer—Though there is limited data to support this claim, some products used in the cosmetology industry are suspected to cause cancer.
Hazardous chemicals can enter the body through the skin, through inhalation or by swallowing. Generally, eye and throat irritation will begin immediately upon exposure, sometimes followed by other potentially dangerous reactions. Not everyone will develop a negative reaction to cosmetology products. The following factors affect how you will react:
Toxicity of the substance
Amount of the substance that you are exposed to
Length of exposure
Frequency of exposure
Route of entry into the body
Assess Your Beauty Salon Injury Risks
Read the Safety Data Sheets (SDS) for all chemicals that you work with on the job. These sheets provide information on how to properly handle, store and discard potentially hazardous chemicals.
The SDS also provides information on what to do if you or a co-worker is has a bad reaction to a chemical. Read and understand each SDS, and ask your supervisor for clarification if you do not understand the directions.
Always wear protective clothing, such as gloves and aprons, and wash your hands thoroughly after handling hazardous chemicals.
California’s Leader in Insurance and Risk Management
As one of the fastest growing agencies in California, GDI Insurance Agency, Inc. is able to provide its clients with the latest and greatest of what the insurance industry has to offer and much, much more. The GDI team has developed an “insurance cost reduction” quoting plan, that provides you with the best coverage at the best rate!
We are headquartered in Turlock, CA, with locations across the heart of California’s Central Valley, Northern California and beyond to provide a local feel to the solutions and services we provide our clients. We pride ourselves on exceeding our client’s expectations in every interaction to make sure that our client’s know how much we value and appreciate their business. Contact us today 1-209-634-2929 for your comprehensive beauty salon insurance quote!
The coronavirus (COVID-19) pandemic has brought ambiguity and a general feeling of not knowing what to expect when returning to the workplace. One thing for certain is that businesses are reassessing their strategies to help plan for a smooth and thoughtful transition back to the workplace. This includes everything from sanitizing your business to commuting post-coronavirus.
Part of that plan is acknowledging that previous work routines may need to change. Work forces will again need to be adaptive like they did with remote working. Employers should continue to demonstrate their willingness to be flexible to support employees. One of the most noticeable changes will be how employees commute.
People are craving normalcy. The majority of commuters will see no change in their post-pandemic travel habits; however, some people might shift to new travel modes if given the chance. This article explores how commute options may change and ways that employers can support employees commuting in a world altered by COVID-19.
Public Transportation and Commuting Post-coronavirus
It wasn’t that long ago that a workday commute meant standing shoulder-to-shoulder on the subway, trying to find an open seat on the train or holding a handrail while standing in a crowded bus. As the pandemic threat shifts, those types of transit situations may cause anxiety for commuters who are practicing social distancing and avoiding large gatherings of people—especially people they do not know.
Employees who rely on public transportation for their commute may be worried about contracting COVID-19. As a result, keep in mind that employees may prefer to travel at off-peak times or take a less busy route to reduce the number of changes.
Vehicles Commuting Post-coronavirus
It’s not surprising that experts predict that people will likely want to drive alone in their personal vehicles to avoid exposure to COVID-19 while commuting.
Discourage carpooling with co-workers or others not living in the employee’s household. For employees who rely on carpooling or other formal ride-sharing services to get to the workplace, encourage them to ask drivers about their cleaning procedures, and practice social distancing and good hygiene (e.g. wash hands, use hand sanitizer and avoid touching the eyes, nose and mouth).
Walking, Bike and Other Transportation
For employees who live close to the workplace, they may opt to walk, or ride a bicycle or e-scooter as an alternative. However, these may be impractical modes of transportation due to local climate or geography.
Consider understanding your employees’ locations and transportation needs as you’re working on a return-to-work plan and outlining commuting post-coronavirus benefits. Employees may change how they were getting to work before COVID-19.
Commuter Tax Benefits
Even before the pandemic, employers may have offered benefits for employees to use a variety of ride-sharing services. Now, there may be more financial reasons to start encouraging efficient commutes. The COVID-19 pandemic qualifies as a disaster for which an employer may reimburse employees for disaster-related expenses on a tax-free basis.
Employers may consider the following strategies to assist employees when returning to the workplace:
Disaster relief payments—Employer payments for mass transit alternatives might qualify as a disaster relief payment under Section 139 of the Internal Revenue Code. Employers in states receiving Federal Emergency Management Agency assistance could make direct qualified disaster relief payments to their employees. Such payments are tax-free to employees and tax-deductible for employers. They also are uncapped and do not require validation.
Mileage reimbursement—Employees who have relied on public transportation to commute but switch to a personal vehicle for safety reasons could be reimbursed for mileage tax-free.
Transportation reimbursement—Employees who switch from public transportation to private car services, taxis or ride-sharing services could be reimbursed or paid directly for those costs if the pandemic is the reason for the commuting change.
De minimis fringe benefits—If local transportation is provided for commuting to or from work because unusual circumstances make other modes of transportation unsafe, only the first $1.50 of the value of each one-way commute is taxed to the employee. The remainder of the value is excluded as a de minimis fringe benefit. The IRS may recognize that employers are paying for ride-sharing because mass transportation poses higher risks of COVID-19 community spread, and because employees are working hours outside their normal hours, overtime or late hours. If the unsafe conditions and unusual circumstances exclusion applies, such payments should also be deductible by employers.
Additional tax complications may happen for workers who have already purchased parking or transit passes that will go unused, as well as workers who have requested a pre-tax salary deduction on the assumption that parking expenses would be consistently incurred.
Employers who wish to provide mass transit alternative payments should continue to check for new IRS guidance.
Other Considerations
To limit employees’ exposure to many other commuters, employers could offer parking subsidies or shuttle buses. If possible, renting a temporary, additional workplace that is centrally located to employees could shorten the commute or eliminate the need for public transportation. Understandably, investing money in another workspace during the pandemic may not be the most ideal option.
If your company already has a remote work program in place, consider extending that for those who can get their work done from home—or allowing employees to work on-site and also remotely. Consider offering flexible hours to accommodate personal responsibilities that are a result of the COVID-19 pandemic (e.g., caring for children or other family members). By standardizing a mix of on-site and off-site remote work, employees could come into the workplace when it’s necessary for meetings and stay at home when it’s not. If it is essential to have everyone back in the workplace, consider staggering schedules so that employees do not have to travel during peak times. Most importantly, encourage employees to stay home if they are sick.
California’s Leader in Insurance and Risk Management
As one of the fastest growing agencies in California, GDI Insurance Agency, Inc. is able to provide its clients with the latest and greatest of what the insurance industry has to offer and much, much more.
We are headquartered in Turlock, CA, with locations across the heart of California’s Central Valley, Northern California and beyond to provide a local feel to the solutions and services we provide our clients. We pride ourselves on exceeding our client’s expectations in every interaction to make sure that our client’s know how much we value and appreciate their business. Contact us today 1-209-634-2929 for your comprehensive business insurance quote!
The coronavirus pandemic has affected nearly every aspect of daily life. Businesses are closed or have reduced capabilities, individuals are worried about their physical and financial safety, and no one knows when circumstances will improve. These and other factors illustrate the mental health burdens individuals must endure during the pandemic. When businesses begin to reopen, employers must keep these factors in mind.
Reopening a business does not erase the hardship endured by its employees during its closure. Employees may still be grappling with mental health issues that can impact their performance when the doors reopen.
This article provides tips and considerations for employers that intend to reopen their businesses after the coronavirus pandemic. This guidance can help manage the mental health of returning employees.
Consider a Slow Open
Many employees had to be laid off or furloughed during the coronavirus pandemic. These individuals may need some time to reacclimate to the work environment. Even remote employees who retained their positions may need time to readjust, having to now deal with regular commutes and professional appearance expectations.
Reopening slowly can give employees time to get back into their normal routines. Without this adjustment period, employees may experience emotional whiplash, since they must now suddenly deal with expectations they haven’t faced for weeks.
As such, employers should consider phases to their reopening. These may include bringing employees back in waves and gradually expanding operational hours back to normal. This gradual reopening can give employees the time they need to properly bring their bodies and minds back to work. Focusing on their mental health and the working adjustment will increase their overall happiness and productivity.
Think About Caregivers
The coronavirus pandemic inadvertently turned thousands of employees into full-time caregivers in just a few short weeks, with nursing homes, day cares and schools closing down. Many of these employees will retain these caregiving duties even when businesses reopen.
Employers should understand that some employees may have caregiving responsibilities that impact their mental health. Flexible scheduling can be a small perk that makes a big difference. Employers can help relieve some of the caregiving burden by allowing employees to move their schedules around, accomplishing job functions on their own time or during core work hours. This ensures the employee can maintain their personal responsibilities while still getting their professional work done.
Offering such a perk can also make an employer more attractive to working parents who may prize flexibility over many other workplace incentives.
Offering a financial credit or reimbursement for caregiving services is another potential perk employers can pursue. This can drastically reduce the mental stress of caregivers, but it’s often too great of a financial burden for employers. At the end of the day, even small accommodations can make a difference to employees’ mental health.
Encourage Transparency
Reopening a business comes with many uncertainties. The main one for employees is whether their jobs are in jeopardy. Being transparent with employees about the status of the company can alleviate some of those worries and keep employees focused on their performance.
This doesn’t mean only sharing good news—employees should be apprised to all major company developments. The last thing employers need is a rumor mill spreading mistruths right after a business resumes its operations. Getting in front of news and maintaining transparency should be a top concern for employers.
Employers should consider holding town hall meetings (virtual or otherwise) periodically to discuss the latest company news. Employees should be encouraged to bring up suggestions, feedback and criticism to evaluate the reopening process. Critically, employees should understand that transparency works both ways and that they should bring up any issues before they persist. If problems are occurring right after reopening, they may continue if they aren’t swiftly corrected.
Be Empathetic With Performance
While the coronavirus pandemic has upended the global economy and businesses across the globe, it’s easy to dwell solely on the financial devastation. But employers cannot lose sight of the hardest-hit victims: individuals—many of whom may be their employees.
It’s important to keep the human toll of the coronavirus in mind when reopening a business. This should help inform performance conversations for returning employees. If someone isn’t hitting their usual marks, employers should have a conversation with the employee instead of immediately taking action. It’s possible the individual is dealing with significant issues outside of the workplace that need to be addressed. Simply reprimanding the employee for poor performance would do little to help the situation.
Instead, employers should rethink how they evaluate performance while their businesses are in the reopening stages. Taking an empathetic approach can help ease employees back into a professional mindset and help alleviate some of the stress of returning to work.
Remember Employee Mental Health
Reopening a business isn’t an easy decision to make, especially following a global pandemic. Employers may naturally focus primarily on operational factors, like supply chains and budgets.
However, ignoring employees’ mental health upon reopening can create significant issues down the road. This is a critical period when employees can develop negative, lasting patterns. Get ahead of these potential issues by considering some of the guidance in this article.
For more workplace tips, speak with GDI Insurance Agency, Inc. today.
California’s Leader in Insurance and Risk Management
As one of the fastest growing agencies in California, GDI Insurance Agency, Inc. is able to provide its clients with the latest and greatest of what the insurance industry has to offer and much, much more.
We are headquartered in Turlock, CA, with locations across the heart of California’s Central Valley, Northern California and beyond to provide a local feel to the solutions and services we provide our clients. We pride ourselves on exceeding our client’s expectations in every interaction to make sure that our client’s know how much we value and appreciate their business. Contact us today 1-209-634-2929 for your comprehensive business insurance quote!
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