One of the most common questions employers ask us about California’s paid sick leave law is how it applies to part-time employees. Below we identify the three most common methods of calculating paid sick leave and address how they apply to part-time employees.
Articles about California Labor And Employment Law.
California Labor Enforcement Agency Clarifies Sick Leave Rule
By: California Labor Enforcement Agency Clarifies Sick Leave Rule
Effective January 1, 2024, California law requires employers to provide employees at least forty (40) hours or five (5) days of Paid Sick Leave (PSL) per year, up from 24 hours/3 days in previous years.
The revised legislation still requires employers who
Los Angeles County Passes Fair Chance Ordinance That Applies to Unincorporated Areas of the County
At the end of February, the Los Angeles County Board of Supervisors passed an ordinance adding several compliance requirements to the California Fair Chance Act requirements for employers considering the criminal history of applicants and employees in making employment decisions.
The Fair Chance Ordinance (FCO) applies to employers with 5
Cal/OSHA Standards Board to Vote on Indoor Heat Standard on March 21, 2024
The California Occupational Safety and Health Standards Board will vote to adopt the proposed Heat Illness Prevention in Indoor Places of Employment standard at its March 21, 2024, public meeting.
County of Los Angeles Enacts a Sweeping Fair Chance Ordinance for the Unincorporated Areas of the County that Far Exceeds Federal and California Law
New Los Angeles County ordinance goes into effect September 3, 2024. The ordinance, which has a private right of action, requires significant changes to job postings, conditional offer letters, procedures for adjudicating criminal history, and related notifications for the unincorporated areas of Los Angeles County. The ordinance purports to cover
California DIR Releases Guidance for Drafting Workplace Violence Prevention Plans
By: California DIR Releases Guidance for Drafting Workplace Violence Prevention Plans
In September, California Governor Newsom signed Senate Bill 553 into law. This bill enacted and added section 6401.9 into the California Labor Code.
Section 6401.9 requires that virtually all California employers draft and implement a comprehensive Workplace Violence Prevention
CDF Webinar: Wage & Hour Legal Update & Best Practices for California Employers
CDF invites you to attend a complimentary one-hour and 15-minute webinar of valuable insights, updates on California wage and hour laws, and essential best practices for employers to ensure compliance and minimize potential legal risks. The webinar will cover a wide range of critical topics related to wage and hour laws in California, including recent legal developments, emerging trends, and compliance requirements. CDF partners Nancy “Niki” Lubrano and Osaama Saifi will delve into the intricacies of various wage and hour issues that impact businesses operating in the state
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CA MCLE, HRCI, and SHRM credit are pending.
Updates to Notices and Pamphlets California Employers Must Provide to New Hires
By: Updates to Notices and Pamphlets California Employers Must Provide to New Hires
Employers should be aware of three recent updates to certain notices and pamphlets that California employers must provide new hires.
Labor Code 2810.5 Notice
California Labor Code section 2810.5 requires that employers provide nonexempt employees with written notice
California Invasion of Privacy Act Violations Aimed at Online Retailers
California Invasion of Privacy Act (CIPA) has become a focal point in recent legal battles, particularly within the retail industry. As retailers increasingly adopt technologies like session replay and chatbots to enhance customer experiences, they inadvertently tread into murky legal waters. These technologies, while valuable for optimizing websites and addressing customer inquiries, have faced a
Cal/OSHA’s Model Workplace Violence Prevention Plan and Guidance is Here!
As you probably know, by July 1, 2024, most California employers must establish, implement, and maintain an “effective” workplace violence prevention plan (“WVPP”) – read our previous blog post on the new law here.
Cal/OSHA Publishes Model Plan and Guidance for Complying with Workplace Violence Prevention Law
Last year, California’s Governor signed Senate Bill (SB) 553, which requires all employers to establish, implement, and maintain an effective Workplace Violence Prevention Plan (WVPP). The law takes effect on July 1, 2024. Cal/OSHA is responsible for enforcing the requirements of SB 553, now codified at California Labor Code Section
Employers, Beware: California Regulators Are Actively Enforcing the California Consumer Privacy Act
California Attorney General Rob Bonta has been actively enforcing the California Consumer Privacy Act (CCPA) since July 2023, when he announced an “investigative sweep” through inquiry letters sent to large California employers only about six months after the amended law took effect and became applicable to employers.
California Supreme Court Strengthens Enforcement of Jury Trial Waivers
On February 26, 2024, the California Supreme Court issued its opinion in Tricoast Builders, Inc. v. Fonnegra, No. S273368 (Cal. Feb. 26, 2024). For employers, the most important takeaway from this case is that the court held a litigant’s waiver of the right to a jury trial can be conclusive
Updates to Required California Pamphlets for New Hires
The State of California recently updated two pamphlets that must be provided to new hires.
The California Department of Industrial Relations Division of Workers Compensation updated its “Time of Hire” Pamphlet. Employers must provide this document to newly hired employees. The document explains what workers’ compensation is, how to file
California’s Privacy Laws: Financial and Medical Data, Website Usage, Children’s Data, Data Brokers, and Customer Records
California has a long history of protecting privacy rights. Article I, Section 1, of the California Constitution expressly provides a right of privacy. Recently, the focus has been on compliance with the California Consumer Privacy Act (CCPA), which provides a complex set of compliance issues, particularly for companies that employ