Employers covered by San Francisco’s Fair Chance Ordinance or Health Care Security Ordinance are required to submit the Employer Annual Report Form to the San Francisco Office of Labor Standards Enforcement (OLSE) by May 3, 2024. The purpose of the Annual Report Form is to provide OLSE with a snapshot of the
Articles about California Labor And Employment Law.
Labor Commissioner’s FAQ on Fast Food Minimum Wage
On April 1, 2024, the new fast-food minimum wage took effect. At the end of March, California’s Labor Commissioner issued an FAQ regarding the new minimum wage. It includes the following sections:
Overview of the Minimum Wage Increases Who is covered by the law The role of the fast-food
California Workplace Violence Prevention Plan Compliance: July 1, 2024 Deadline – Are You Ready?
By: California Workplace Violence Prevention Plan Compliance: July 1, 2024 Deadline – Are You Ready?
By: California Workplace Violence Prevention Plan Compliance: July 1, 2024 Deadline – Are You Ready?
Effective July 1, 2024, all California employers (with a few exceptions) – regardless of industry – are required to: (1) have a
How to Pay Overtime in California: Part One
Even employers with the best intentions find it difficult to understand California’s ever-changing wage and hour laws.
California Pay Data Reporting: Key Updates to Prepare for May 8 Deadline
The California Pay Data Reporting Portal opened on February 1, 2024, and private employers of 100 or more employees and/or 100 or more workers hired through labor contractors must submit their 2023 pay data reports on or before May 8, 2024. In this podcast, Jay Patton (shareholder, Birmingham) and Kiosha Dickey (of counsel, Columbia) review recent major developments, including guidance issued by the California Civil Rights Department (CRD).
California Considers Workers’ Compensation Heat Illness Presumption for Agricultural Workers
In February 2024, California State Senator Dave Cortese introduced Senate Bill (SB) 1299. The bill would add section 3212.81 to the California Labor Code to establish a workers’ compensation presumption related to heat illness. The bill is now set for a hearing on April 10, 2024, in the Senate Labor,
CDF Webinar: No Plan, No Problem – California Workplace Violence Prevention Plan Requirements and Compliance Overview
As most California employers are aware, a new workplace violence law (SB 553) requires California employers to develop and implement a written, Workplace Violence Prevention Plan and conduct training by July 1, 2024. The new requirements will be enforced by Cal/OSHA.
Join CDF Partners Todd Wulffson and Alessandra Whipple for an in-depth webinar discussing the fundamentals of California’s new workplace violence prevention plan, including who is covered, what conduct is regulated, what is required of employers, training requirements, and recording and reporting requirements. They will also address strategies and best practices for employers to implement the new workplace violence prevention requirements.
Agenda:
– Understanding SB 553: Overview of the law’s scope, including coverage, regulated conduct, and employer obligations.
– Compliance Essentials: Detailed examination of the fundamentals of California’s new workplace violence prevention plan, including training requirements, and recording and reporting obligations.
– Implementation Strategies: Discussion of strategies and best practices for employers to effectively implement the new requirements, including drafting a written program, developing training programs, and ensuring accurate recordkeeping.
– Q&A Session: An opportunity for participants to ask questions and seek clarification on key aspects of compliance with California’s new workplace violence prevention requirements.
Don’t miss this crucial webinar. Register today to reserve your spot. All LIVE attendees will receive a sample workplace violence prevention plan policy that can be used as a guide to drafting the required plan.
California Contemplates Right to Disconnect Law
By: California Contemplates Right to Disconnect Law
California Assembly member Matt Haney has introduced the first “right to disconnect” law in the United States, Assembly Bill 2751 (A.B. 2751). Under the proposed legislation, employers would be required to define employees’ nonworking hours in writing and prohibits employers from contacting workers during
The American Privacy Rights Act?
In what is being called the American Privacy Rights Act (Act), some are suggesting this could be the one! For many years, Congress has been unable to come together to craft a national privacy law. There have been several snags, including whether to preempt state privacy laws and whether to
California Legislature Proposes Bill Giving Employees the Right to “Disconnect” from Work
California’s pro-employee employment regulations are often compared to those of the European Union. Recently, the California legislature borrowed another European idea for a proposed bill, “the right to disconnect from work.”
Assembly Bill (AB) 2751 would mandate that employers establish policies that allow employees to disconnect from employment communications during
Tsunami of CIPA Class Actions Storming California Businesses
By: Tsunami of CIPA Class Actions Storming California Businesses
By: Tsunami of CIPA Class Actions Storming California Businesses
California businesses are experiencing a tsunami of demands and complaints alleging class action status that applies the well-established 1960’s California Invasion of Privacy Act (CIPA) to the internet’s new technology. CIPA is a pre-internet
CPPA Issues First “Enforcement Advisory” for CCPA – Data Minimization
The California Privacy Protection Agency (CPPA) issued its first enforcement advisory concerning the California Consumer Privacy Act (CCPA). In Enforcement Advisory No. 2024-01, the CPPA tackles a foundational principle – data minimization. Much of the attention surrounding the CCPA seems to focus on website privacy policies, notices at collection, and
Cal/OSHA Publishes FAQs for New Workplace Violence Prevention Law
Last year, California’s Governor signed Senate Bill (SB) 553, which requires most employers to establish, implement, and maintain an effective Workplace Violence Prevention Plan (WVPP). The law is enforceable on July 1, 2024. Cal/OSHA is responsible for enforcing the requirements of SB 553, now codified in California Labor Code Section 6401.9.
Recently,
California Supreme Court Issues Opinion on “Hours Worked”
In its recent opinion in Huerta v. CSI Electrical Contractors, the California Supreme Court addressed three inquiries posed by the 9th Circuit. These inquiries specifically relate to the definition of “hours worked” within the context of the California wage order applicable to the construction, drilling, logging, and mining industries, as
Jennifer Shaw on “The Afternoon News With Kitty O’Neal” to Discuss the $20 Fast Food Worker Min Wage
Jennifer Shaw appeared on “The Afternoon News with Kitty O’Neal” to discuss the $20 Fast Food Worker Min Wage. You can listen to the interview here.