Sean Paisan and Sierra Vierra co-author “Cal/OSHA Modifies Quarantine Rules for Asymptomatic, Unvaccinated Workers,” published by SHRM.
Articles about California Labor And Employment Law.
There are many laws that provide for time off, paid or unpaid, and some provide protected leaves of absence, too, including CFRA, USERRA, FMLA, PFL, PDL, California Paid Sick Leave, Workers’ Compensation and more. Understanding and applying this matrix of laws is a challenge, particularly adding COVID into the mix.
This complimentary webinar will explain the spider-web of California and Federal leave of absence laws binding California’s employers who are struggling to accommodate employees who request a leave, including:
• which leave laws apply and when,
• when employers may or may not run different leaves concurrently,
• an employee’s “right” to reinstatement, if any,
• paid leaves of absence and how to calculate the pay,
• what to do when an employee seeks to return to the workplace; and
• what to do when an employee seeks further leave.
Please join CDF attorneys, Dan Forman, Leigh White, Adelyn Vigran, Rosario Stoliker on October 21, 2021 from 10-11 am (Pacific) for this engaging and informative webinar where they will break down the often complex and confusing leave laws in California.
The Court of Appeal of the State of California, Fourth Appellate District, recently handed a potentially significant website accessibility win to the business community under the Unruh Civil Rights Act (Unruh Act) when it upheld a jury verdict in Thurston v. Omni Hotels Mgmt. Corp. (Cal. Ct. App. Sept. 23,
On September 30, 2021, California Governor Gavin Newsom signed into law Assembly Bill (AB) No. 1578, which amends Government Code section 11425.20(a) to provide that administrative hearings shall be open to the public, including by live audio or video.
Philip Gordon and Zoe Argento, shareholders in Littler’s Denver office, are joined by Kwabena Appenteng, shareholder in Littler’s Chicago office, to discuss new vendor contracting issues related to the CPRA. Kwabena addresses both requirements and recommendations for provisions to be included in the necessary addenda to vendor or service
California employers may now distribute required posters and notices to employees via email. Senate Bill 657, which is effective on January 1, 2022, clarifies that employers do not need to send or show remote employees required employee postings.
The California Supreme Court issued several employment law decisions during the past year. We summarize below the most important of these rulings.
On October 7, 2021, California Governor Gavin Newsom signed Senate Bill (SB) No. 331 into law. SB 331 is known as the “Silenced No More Act.” It amends California Code of Civil Procedure Section 1001 and the California Fair Employment and Housing Act (FEHA) and imposes significant new restrictions on
In 2019, California adopted several laws that restricted “non-disclosure” provisions in employment-related agreements. Those laws, passed in the wake of the “me too” movement, limited non-disclosure provisions in settlement agreements for lawsuits and administrative agency charges involving allegations of sexual harassment.1 They also limited the use of non-disclosure provisions
California requires implicit bias training for brokers and salespersons in the real estate industry. Now, legislation pending in New York and South Carolina could be going in the same direction.
On September 22, 2021, California Governor Gavin Newsom signed into law Assembly Bill 701 (AB 701), another “first in the nation” law, this time taking aim at perceived health and safety issues applicable to certain warehouse workers. Effective January 1, 2022, the new law, codified in California Labor Code §§ 138.7 and 2100-2112, will regulate covered supply chain employers who meet the definitions for a warehouse distribution center set forth in new California Labor Code § 2100. This includes “General Warehousing Storage;” “Merchant Wholesalers, Durable Goods;” “Merchant Wholesalers, Nondurable Goods;” and “Electronic Shopping and Mail Order Houses.” “Farm Product Warehousing and Storage” facilities are expressly excluded from that list.
California is at it again – adopting a host of new labor and employment laws that will further regulate and complicate business operations in the Golden State. Littler’s Workplace Policy Institute has been tracking these bills as they worked their way through the legislature and been signed into law
On October 7, 2021, Governor Newsom enacted SB 331 to put up additional restrictions on employers offering severance agreements and settling claims alleging harassment, discrimination or retaliation based on purported violations of the Fair Employment and Housing Act. The new
Governor Newsom signed Assembly Bill 237 (AB 237), which prohibits California public employers from discontinuing employer contributions for health care or other medical coverage for employees who, during the duration of an authorized strike, fall below the minimum hours worked to qualify for employee health care coverage.
The bill expressly
Governor Newsom signed Senate Bill 331 (SB 331), which further limits the use of non-disclosure agreements (NDAs) and settlement agreement terms when settling employment legal claims involving harassment, discrimination, or retaliation.
Before the passage of SB 331, California’s restriction was limited to sex-related claims. Specifically, since 2019 when SB 820