Employment Law Information Network
All Things Labor and Employment Law
In June 2022, the California Privacy Protection Agency (CPPA) Board first started discussions about revising the regulations previously released by the California Attorney General.
In October, the Board released proposed modifications to the regulations in advance of a planned Board meeting. Since then, the Board has rescheduled both Board and
Over the past decade, California employers have reasonably relied on consistent rulings from courts as well as state and federal administrative agencies upholding the validity of time rounding systems as
In this episode, Jen provides a quick overview of the new employment laws for 2023 and beyond. (Hint: Register here for our 22nd annual Employment Law Update to get the details!)
Over the past several years, there has been a significant increase in the use of dashcam technology. The technology available in the market is quite advanced. As we observed here, these devices can be equipped with geolocation, AI, facial recognition, and other technologies. Designed primarily to enhance driver safety
Like its neighbor City of Los Angeles, Santa Monica has local employment ordinances. However, as a popular tourist destination, Santa Monica has several ordinances pertaining to the hospitality industry that employers should take note of.
Minimum Wage and Hotel Worker Living Wage
On July 1, 2022, Santa Monica raised
On October 17, 2022, in an issue of first impression at the appellate level, California’s Court of Appeals (First District) published an opinion clarifying that a defendant in a petition for restraining order under California’s Workplace Violence Safety Act (WVSA) is entitled to cross-examine witnesses at the evidentiary hearing for the restraining order.
In ten days, on October 31, 2022, the United States Supreme Court will hear oral arguments in two very important affirmative action education cases. In Students for Fair Admissions v. Harvard College (Harvard), the plaintiffs argue that Harvard used race at multiple stages of the admission process in a manner that violates applicable law and disadvantages Asian applicants. In Students for Fair Admissions v. University of North Carolina (UNC), the plaintiffs argue that UNC utilized race in admissions in a manner that was not narrowly tailored enough to be legal and as a result, it disadvantages Asian applicants. More specifically, the plaintiffs in these cases claim that the admissions policies of these universities violate the Equal Protection Clause and Title VI of the Civil Rights Act of 1964.
In ruling on these cases, the Supreme Court will likely consider whether to overrule the court’s 2003 decision in Grutter v. Bollinger, where the Supreme Court held that the University of Michigan could consider race, in a narrowly tailored manner, in its undergraduate admissions process as part of its diversity efforts and goal of obtaining a more diverse student body.
On October 14, 2022, the California Department of Public Health (“CDPH”) ordered a new definition of “Close Contact” effective immediately. The new definition requires employers to reexamine existing COVID-19 policies and notices to employees, update them to conform to the CDPH’s newest guidance and adapt related protocols. This is especially important as the COVID-19 notice mandate to provide notice of potential exposure to COVID-19 to employees was set to sunset on January 1, 2023 until Governor Newsom signed AB 2693 into law extending the notice requirement another year, through January 1, 2024.
The U.S. Court of Appeals for the Ninth Circuit reviewed a challenge to California’s “ABC Test,” also referred to as Assembly Bill (AB) 5, which is California’s test for whether a worker can be classified as an independent contractor. In Mobilize the Message, LLC v. Bonta, the plaintiffs appealed the
On October 13, 2022, the California Department of Public Health (CDPH) issued an order effective October 14, 2022, updating the definition of close contact under the Third Revised COVID Emergency Temporary Standard and providing “strategies to prioritize response to potential exposures.”
On October 14, 2022, California Department of Public Health (CDPH) Director Tomás J. Aragόn issued a State Public Health Officer Order further clarifying the definitions of “close contact” and “infectious period” to provide entities and individuals with strategies for working together in a post-COVID-19 workplace.
In this episode, Jen uncovers the many complexities of paid sick leave.
Following on the California Department of Public Health’s (CDPH) issuance on October 14, 2022, of a State Public Health Officer (SPHO) order that clarified the definition of “close contact” and “infectious period” to provide entities with strategies for working together, the California Occupational Safety and Health Standards Board issued a
On October 21 and 22, the California Privacy Protection Agency (CPPA) Board will meet to discuss possible action regarding the proposed regulations for the California Consumer Privacy Act (CCPA) and California Privacy Rights Act (CPRA).
Previously, in June 2022, the Board met to discuss revising the regulations previously released by
Previously, the California Department of Public Health (CDPH) had redefined “close contact’ as someone sharing the same indoor airspace with a person who had COVID-19 for a cumulative total of 15 minutes or more over a 24-hour period. This definition had caused issues for employers in particular who needed to
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