Search results for: SB 778

To ensure your business complies with the law and gets a dose of wellness, Jackson Lewis attorney Pamela Palpallatoc, RYT 200, and certified OfficeYogaTM instructor provides sexual harassment training integrated with yoga stretching, breathing and meditation. Yoga mats, fancy yoga pants, and sweating are all optional. Pamela has experience teaching in workplaces, where employees have never practiced yoga or do not have time to change and shower, and makes the practice accessible for all. Proactively prevent harassment. Shift workplace culture. Build inclusive teams. Have fun!

Reminder to employers: SB 1343 amended the FEHA regulations and requires businesses with five or more employees to provide sexual-harassment-prevention training to all workers beginning January 1, 2020, and every two years thereafter. SB 778 later extended this deadline to January 1, 2021.

Please contact Jackson Lewis at 619-573-4900 to schedule your workplace training in time to meet the compliance deadlines.

#StopHarassment #YogaForEveryBODY

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.

Please recall, per Govt. Code section 12950.1, an employer with 5 or more employees must provide at least 2 hours of interactive training regarding sexual harassment to all supervisory employees and at least 1 hour of interactive training regarding sexual harassment to all nonsupervisory employees within 6 months of their assumption of a position. The deadline initially imposed was January 1, 2020. Please find a Jackson Lewis article discussing these obligations here.

SB 778 amends Govt. Code section 12950.1 to instead require that an employer with 5 or more employees provide the sexual harassment training by January 1, 2021, and once every 2 years thereafter. This bill further clarifies that an employer who has provided sexual harassment training in 2019, is compliant with the training requirements and is not required to provide it again until 2 years thereafter. Accordingly, as the training deadline extends to January 1, 2021, employers who trained in 2018 will now have the opportunity to train again in 2020, instead of 2019. This extension addresses employers’ confusion with the compliance training deadlines.

SB 778 took effect immediately on the Governor’s signing as an urgency statute.

The California Governor recently signed Senate Bill (SB) 988, which establishes the Freelance Worker Protection Act (Act) which imposes minimum requirements relating to contracts between a hiring party and a freelance worker.

Under the new law, “freelance worker” is defined as a person or organization composed of no more than one person, whether or not incorporated or employing a trade name, that is hired or retained as a bona fide independent contractor by the hiring party to provide professional services in exchange for an amount equal to or greater than $250. The Act only applies to freelance-style services listed in California Labor Code Section 2778(b)(2).

Under the law, an agreement between a hiring party and a freelance worker must be in writing and include the following:

  • Names and addresses of both parties.
  • An itemized list of services, their value, and the compensation method.
  • Payment due dates or mechanisms for determining them.
  • Due dates the freelance worker to report completed services for processing timely payment.

Once a freelance worker has commenced providing services a hiring entity is prohibited from requiring the worker to accept less compensation or provide more services than previously agreed in order to receive timely payment.

The law always puts in place certain prohibitions against retaliatory actions by hiring entities for a freelance worker taking any of the following actions:

  • Opposing any practice prohibited by the Act
  • Participating in proceedings related to the enforcement of the Act
  • Seeking to enforce rights under the Act

The Act applies to contracts entered into or renewed on or after January 1, 2025.

If you have questions about the Freelance Worker Protection Act or related issues, contact a Jackson Lewis attorney to discuss.