The California Legislature again had a busy session and passed a number of laws that will materially impact California employers and their business operations. Below is a list of some of the key employment-related bills that have been signed into law by Governor Gavin Newsom. For a more comprehensive summary of these bills and others, we suggest you sign up for our complimentary webinar on November 30, 2021, where we will discuss these bills and others in a more in-depth format.
Articles Discussing The California Fair Employment And Housing Act (FEHA).
Will Implicit Bias Training for Real Estate Industry Professionals Become a Trend?
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.
Lactation Accommodations in California: 5 Steps to Ensuring Compliant Lactation Policies
On January 1, 2020, California’s new lactation accommodation law, Senate Bill (SB) 142, went into effect and imposed detailed requirements for employers to provide lactation rooms and other facilities, along with new policies and procedures to administer lactation break programs. Just two months later, most California employees started working remotely
Lactation Accommodations in California: 5 Steps to Ensuring Compliant Lactation Programs Policies
On January 1, 2020, California’s new lactation accommodation law, Senate Bill (SB) 142, went into effect and imposed detailed requirements for employers to provide lactation rooms and other facilities, along with new policies and procedures to administer lactation break programs. Just two months later, most California employees started working remotely
Five Bars of Wi-Fi Are Grounds For Disability Claims
The California Court of Appeal, Brown v. Los Angeles Unified School District, recently ruled that that electromagnetic sensitivity (aka “being sick to Wi-Fi”) constituted a “physical disability” under Fair Employment and Housing
New California DFEH App Regarding Baby Bonding and Pregnancy-Related Disability Leave
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.
Alert: DFEH Announces a New Pregnancy and Bonding Leave “App”
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.
New Pay Equity Reporting Requirements In California Are Due Soon
By: New Pay Equity Reporting Requirements In California Are Due Soon
In September of last year, Governor Newsom signed SB 973, California’s first statutory employee data reporting requirement. SB 973 became codified as section 12999 of the California Government Code. The bill was authored by Senator Hannah-Beth Jackson, who also authored
DFEH Introduces Online Harassment Prevention Training
On May 20, 2020, the California Department of Fair Employment and Housing (DFEH) published an online harassment prevention training module designed to meet a recent California mandate that nonsupervisory employees receive one hour of harassment prevention training every two years.
California’s Continued Reaction to #MeToo Two Years Later – the Good, the Bad, and the Ugly
Helene Wasserman, Los Angeles-based Littler Shareholder and Trial Practice Group Co-Chair, reflects on some good, bad, and ugly impacts of the #MeToo movement since its inception, including recent legislative developments affecting California employers in particular. Discussing training, arbitration agreements, and the extended statute of limitations for FEHA claims with Littler Learning Group’s Marissa Dragoo, Helene provides insights and guidance for California employers as we move into the third year of the cemented #MeToo movement.
California Pushes Back Start Date for Small Business Anti-Harassment Training Requirement
On August 30, 2019, California Governor Gavin Newsom signed Senate Bill 778, delaying mandatory anti-harassment training deadlines, and resolving confusion about retraining requirements for certain employees who already received training in 2018 or 2019.
California Governor Newsom Extends Employers’ Deadline to Comply with Anti-Harassment Training Requirements
On August 30, 2019, Governor Gavin Newsom signed Senate Bill (SB) 778, which amends Section 12950.1 of the California Government Code. SB 778 extends California employers’ obligation from January 1, 2020 to January 1, 2021, to comply with sexual harassment trainings as outlined under California Government Code section 12950.1.
California Supreme Court Holds that Plaintiffs Cannot Utilize Conversion Claims to Recover Unpaid Wages
The California Supreme Court recently held that the tort claim of conversion is not an appropriate vehicle for plaintiffs seeking recovery of unpaid wages. In Voris v. Lampert (Cal. 2019) Case No. S241812, the plaintiff brought suit against three start-up ventures and two individual defendants to recover wages which had been promised to the plaintiff but never paid.
California’s New Hairstyle Antidiscrimination Law May Signal the Beginning of a National Trend
Signaling a growing movement to align culturally inclusive practices with legal protections, California has become the first state to expressly ban discrimination based on hairstyle and hair texture associated with a person’s race. On July 3, 2019, Governor Gavin Newsome signed into law Senate Bill No. 188, the Create a Respectful and Open Workplace for Natural Hair Act (CROWN Act).
Ninth Circuit Withdraws Decision Applying Dynamex Retroactively
Executive Summary: On July 22, 2019, the Ninth Circuit withdrew its recent decision applying the landmark employee/independent contractor classification case, Dynamex, retroactively and indicated that it will be certifying the question to the California Supreme Court.