As COVID-19 variants work their way through the Greek alphabet, California employers have new CDC guidelines, new Cal-OSHA and CDPH requirements, new decisions to make with respect to vaccine and testing mandates, and when employees may return to work.
California Labor Commissioner Gives Insight into 2022’s Warehouse Distribution Quota Law
On September 22, 2021, Governor Newsom signed AB 701, which creates new obligations for certain employers with warehouse distribution centers that use production quotas, effective January 1, 2022. Under this new law, employers with at least 100 employees at a single warehouse distribution center in California, or at least 1,000 employees at one or more warehouse distribution centers in California, must provide their employees with a written description of the quotas they are expected to meet. In counting employees, an employer must include workers provided through the services of a third-party employer, temporary service, or staffing agency or similar entity, if the employer employs or exercises control over the wages, hours, or working conditions of those workers. Check out Desiree Ho’s original post for the details.
California Mask “Mandate” Guidance Extended; Los Angeles Increases Mask Burden on Employers
By: California Mask “Mandate” Guidance Extended; Los Angeles Increases Mask Burden on Employers
On January 5, 2022, the California Department of Public Health announced the extension of its statewide mask guidance for masking in all indoor public settings through February 15, 2022. Yesterday’s announcement applies to all persons, regardless of vaccine
2022 Means California Employers Should Calendar DFEH Pay Data Reporting, Again
The new year has begun and California employers of 100 or more employees should get busy preparing for the annual pay data submission to the Department of Fair Employment and Housing (DFEH). The deadline is March 31, 2022, and extensions are less likely than last year.
2022 is the second year that California employers with 100 or more employees and at least one employee in California are required to undertake reporting that parallels the federal Equal Employment Opportunity Commission’s (EEOC) EEO-1 pay data reporting. The statutory goal is to have employers self-evaluate pay disparities along gender, racial, and ethnic lines to encourage voluntary compliance with equal pay and anti-discrimination laws.
CMS Will Enforce Health Care Vaccine Mandate Unless Enjoined By Court Orders
By: CMS Will Enforce Health Care Vaccine Mandate Unless Enjoined By Court Orders
On December 28, 2021, the Centers for Medicare and Medicaid Services (“CMS”) announced that it will begin enforcement of the COVID-19 vaccine mandate, as set forth in the Interim Final Rule published on November 5, 2021, in 25
CDPH Updated COVID Guidance for New Year’s Response to Omicron Surge
By: CDPH Updated COVID Guidance for New Year’s Response to Omicron Surge
As the COVID-19 Omicron variant spreads rapidly, the California Department of Public Health (CDPH) lowered the thresholds that define “Mega Events” effective January 15, 2022. “Outdoor Mega Events” will occur with 5,000 or more attendees, down from 10,000, and
Supreme Court to Hear Consolidated Appeals on Vaccine Mandates on January 7, 2022
While the Supreme Court declined to stay the implementation of the Occupational Safety and Health Agency’s vaccine mandate for employers with 100+ employees or to change the status of the rule issued by the Centers for Medicare & Medicaid Services mandating vaccine in many healthcare facilities, it consolidated all of the appeals relating to each agency and ordered an expedited argument for each set of rules on January 7, 2022. Each appeal will receive an hour of oral argument. If your business will be impacted by the Supreme Court’s decision, discuss your plans with your favorite CDF Labor Law attorney.
National COVID Vax Mandate Will Be In Effect January 10 – At Least for Now
By: National COVID Vax Mandate Will Be In Effect January 10 – At Least for Now
On December 17, 2021, the Sixth Circuit Court of Appeals granted the Biden administration’s Motion to Dissolve the stay on the Occupational Safety and Health Administration’s (Fed/OSHA) COVID-19 Vaccination and Testing Emergency Temporary Standards (ETS),
Proposed Ballot Initiative Could Raise the California Minimum Wage to $18 an Hour by 2025
By: Proposed Ballot Initiative Could Raise the California Minimum Wage to $18 an Hour by 2025
By: Proposed Ballot Initiative Could Raise the California Minimum Wage to $18 an Hour by 2025
California has been advancing its way up to a $15.00 minimum wage for a number of years. In a few
CDPH Strikes Again – New Guidance on Masking, Mega Events, and Travel Guidance
On December 13, 2021, the California Department of Public Health (“CDPH”) issued updated “guidance” related to masking, the timing of COVID testing of non-vaccinated persons at Mega Events, and COVID testing for persons entering into California.
The Orange County Register Names CDF One of Orange County’s Top Workplaces for Third Year in a Row
IRVINE, Calif. – December 16, 2021 – Acclaimed California labor, employment and immigration defense law firm CDF Labor Law LLP (CDF) proudly announces it has been named one of the 2021 Top Workplaces by the Orange County Register for the 3rd consecutive year. The award rounds out a year of numerous accolades for CDF. The firm was also recently named the smallest one of only 28 US-based law firms to earn a place on Bloomberg Law’s inaugural “Diversity, Equity & Inclusion (DEI) Framework” list, was named a “Top-100 Social Impact Leader” by Law360, and CDF’s California Labor & Employment Law Blog was ranked #7 on the list of the ”Top 40 California Law Blogs & Websites” by Feedspot.
Could the National Labor Relations Act Be Getting Sharper Teeth Soon?
By: Could the National Labor Relations Act Be Getting Sharper Teeth Soon?
By: Could the National Labor Relations Act Be Getting Sharper Teeth Soon?
President Biden’s first major domestic proposal, the Build Back Better Act (“BBB Act”), has been (and will continue to be) the subject of much press and debate. Of
Newest EEOC Guidance to Help Avoid Potential COVID-19 Related Pitfalls
On December 14, 2021, the Equal Employment Opportunity Commission (EEOC) updated its guidance to hone in on how it will, likely, interpret COVID-19 issues related to future disability discrimination claims. The EEOC presented 14 Q/A items for guidance.
Universal Statewide Masking, Mega Events & Travel Guidance – CDPH New Guidance
By: Universal Statewide Masking, Mega Events & Travel Guidance – CDPH New Guidance
By: Universal Statewide Masking, Mega Events & Travel Guidance – CDPH New Guidance
On December 13, 2021, the California Department of Public Health (“CDPH”) issued updated “guidance” that address masking, the timing of COVID testing of non-vaccinated persons at
CDF Webinar: Is There a Solution for the PAGA Problem in California?
Thousands of employers operating in California have the unfortunate experience of defending a lawsuit filed under California’s infamous Private Attorneys General Act (PAGA). Data from the state’s Labor and Workforce Development agency indicates that the average PAGA case lasts two years and results in a settlement or judgment of over $1 million. While the State Legislature created exemptions to PAGA, they have largely failed to pass meaningful reform, leading to exponential increases to the number and cost of PAGA cases.
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