The California Labor Commissioner’s Office recently cited a southern California gymnastics club for $ 1.3 million for various wage and hour violations. The Labor Commissioner discovered the violations during a COVID-19 compliance inspection. In addition, OSHA recently announced its National Emphasis Program (NEP) and Updated Interim Enforcement Response Plan for COVID-19, focusing its resources on COVID-19 inspections.
Articles about California Labor And Employment Law.
On April 9, 2021, President Joe Biden announced his intent to nominate Douglas L. Parker to be assistant secretary of labor for the U.S. Department of Labor’s (DOL) Occupational Safety and Health Administration (OSHA). Parker currently serves as chief of the California Division of Occupational Safety and Health (Cal/OSHA).
On March 24, 2021, the California Department of Fair Employment and Housing (DFEH) announced a new interactive tool for obtaining tailored guidance on job-protected leave for pregnancy-related disability or to bond with a new child. The aptly-named “New-Parents Rights Advisor” is free and accessible online and intended to help employees
The new year brought several important changes to the California Family Rights Act (CFRA). One key change that employers should be aware of is the expansion of the scope of individuals who qualify as “family members” under the law.
The CFRA allows eligible employees to take up to twelve weeks
The trend over the last 20 years has been for California’s prevailing wage law to spread to areas previously unimagined. This spread has been due to inexact drafting of the law, constant tinkering by the legislature, and expansive readings of this arcane statute by the courts and agencies charged
While California has announced tentative plans to lift COVID-19 restrictions by June 15, 2021, the difficulties for employers are not over.
On April 6, 2021, California Governor Gavin Newsom announced his goal to have California fully reopen for business as of June 15, 2021. In order to meet this goal, the state must meet the following criteria: (1) the state must have sufficient vaccine supply to vaccinate all Californians who are 16 or older, and (2) hospitalization rates in the state must remain low and stable.
As an employer in California, you probably know that the Fair Employment and Housing Act (“FEHA”) requires employers with five or more employees to provide reasonable accommodations for applicants and employees with a physical or mental disability. A reasonable accommodation allows an applicant to have an equal opportunity to be
On March 24, 2021, the California Department of Fair Employment and Housing (DFEH) issued a press release introducing the new app it developed in partnership with technology company Neota Logic and students from the University of California, Irvine. The free and interactive app is designed to guide California employees on how to obtain job-protected leave to bond with a new child or for a pregnancy-related disability.
On March 2, 2021, the City Council of San Diego, California, extended the “COVID-19 Worker Recall and Retention Ordinance” (O-21231/O-2021-20). The ordinance provides certain rights and preferences to hotel and janitorial workers affected by the COVID-19 pandemic. The ordinance originally took effect on September 8, 2020, and was set to
Governor Newsom signed AB 95 last week, which is effective on March 29, 2021. Below are the new law’s basic requirements.
On March 19, 2021, California Governor Gavin Newsom signed Senate Bill No. 95 (SB 95) which retroactively extends and expands COVID-19 supplemental paid sick leave (CSPSL) through September 30, 2021. SB 95 creates new Labor Code sections 248.2 and 248.3, which require public and private employers with more than 25 employees to provide an addition of up to 80 hours of employer-paid CSPSL to covered employees and in-home supportive service providers on a retroactive basis to January 1, 2021— taking effect March 29, 2021.
As discussed in our March 24, 2021 Alert, California Governor Gavin Newsom has signed Senate Bill No. 95 (SB 95) which retroactively extends and expands COVID-19 supplemental paid sick leave (CSPSL) through September 30, 2021. SB 95 creates new Labor Code sections 248.2 and 248.3, which require public and private employers with more than 25 employees to provide an addition of up to 80 hours of employer-paid CSPSL to covered employees and in-home supportive service providers on a retroactive basis to January 1, 2021— taking effect March 29, 2021.
On March 15, 2021, new regulations published under the California Consumer Privacy Act (CCPA) further define how businesses may communicate privacy options on the internet.
The new regulations ban “dark patterns” that delay the process for opting out of the sale of personal information
On March 24, 2021, the DFEH released its new interactive “app,” designed to help employees and employers understand their pregnancy and/or baby bonding leave rights and obligations under California law. The interactive program provides a customized report specific to the user’s situation.