Employment Law Information Network
All Things Labor and Employment Law
The Anaheim Hotel Worker Protection Ordinance takes effect January 1, 2024, though it had a rocky path to passage.
It started with a more expansive ordinance proposed in May, which was sent to the voters in October and failed.
Meanwhile, the City Council passed an ordinance focused on the safety
On November 27, 2023, the California Privacy Protection Agency (CPPA) unveiled draft automated decisionmaking technology (ADMT) regulations that would set forth new consumer protections related to the profiling of consumers (including employees) and the use of such technology, including artificial intelligence (AI).
The garment manufacturing industry is heavily regulated by California. Two items garment manufacturers should be aware of are the registration requirements and the Garment Worker Protection Act.
Along with signing into law a variety of employment-related bills in the 2023–2024 legislative session, Governor Gavin Newsom also vetoed numerous bills that would have further affected California employers. Here is an overview of some of the more surprising vetoes.
In this episode, Jen discusses the unique challenges small businesses face and the best practices for staying out of court.
The new year is approaching quickly and employers must get ready for the new marijuana laws that will take effect in California and Washington. These laws are very different from other states’ marijuana laws. In our firm’s latest “We Get Work” podcast, Catherine Cano and I discuss what employers need
In this episode, Jen reminds us why updating your workplace policies annually is critical to avoiding employment law liability.
Governor Newsom recently signed into law numerous bills that will affect California employers come January 1, 2024. Here is a quick overview of some of the new law that are relevant for employers.
Governor Newsom is done signing bills for 2023. We briefly summarize the new laws affecting California employers below. Unless noted otherwise, these laws are effective on January 1, 2024.
In this episode, Jen explains Senate Bill 553, which requires most California employers to create a Workplace Violence Prevention Plan and train their employees at least annually.
In October, Governor Newsom signed Senate Bill (SB) 476, which requires food facility employers to pay an employee for any cost associated with the employee obtaining a food handler card, considering the time it takes for the employee to complete the training and certification program to be compensable as “hours
On January 1, 2024, most California employers are required to provide up to five days of unpaid leave to an employee who experiences a reproductive loss event. Senate Bill 848 defines a reproductive loss as a failed adoption, failed surrogacy, miscarriage, stillbirth, or unsuccessful assisted reproduction.
This new law applies to all employers with five or more employees. An eligible employee, someone employed with the company for at least 30 days, must take the leave within three months after the reproductive loss. However, the employee may take this leave intermittently. Further, a single employee is entitled to take more than one reproductive loss leave each year, but is limited to 20 days of reproductive loss leave within a 12-month period.
Unlike California’s Pregnancy Disability Leave, men are clearly eligible for reproductive loss leave, if the employee would have become a parent absent the unfortunate event.
Employees may choose to use any accrued and available sick leave, or other paid time off that is otherwise available to the employee, otherwise this is an unpaid leave. Employers should ensure that any handbooks and leave policies are promptly updated, as well as training management and human resources professionals on recognizing this new leave and ensuring that persons seeking and taking it are not discriminated against or retaliated against for seeking out or using such leave.
Employers who need further guidance on this or any of California’s new employment laws should contact the authors or their favorite CDF attorney.
Workplace safety and health hazards have traditionally been associated with unsafe work practices and hazardous conditions but violent acts committed in the workplace are a growing concern.
Two new laws will take effect next year that restrict how employers may respond to worker off-duty cannabis use. One law will restrict employers’ ability to ask about prior cannabis use in the hiring process, and the other will limit employer actions based on positive marijuana drug tests.
California’s legislature covered a wide array of labor and employment law topics this legislative session. The laws discussed below were signed into law by Governor Newsom and will become effective on January 1, 2024 unless otherwise noted. This Insight includes highlights of new laws affecting employers and is not
