With the turn of the year comes a wave of new California disability and leave laws. Employers should review their existing policies and procedures to determine if they will be in compliance with these new laws—many of which will go into effect on January 1: To read more please visit this article at our Disability
DLSE Reverses Its Position on California Rest Breaks
In November 2017, the California Labor Commissioner’s office, Division of Labor Standards Enforcement (“DLSE”), published updated guidance on employer provided paid 10-minute rest breaks. Specifically, the DLSE maintains that employees must be relieved of all duty during rest breaks, and now has taken the position that employees must be permitted to travel off-site during their
City of Santa Monica Minimum Paid Sick Leave Accrual Limits to Increase January 1, 2018
The grace period is over. Effective January 1, 2018, the City of Santa Monica’s minimum cap on accrued sick leave for eligible employees will increase from 40 to 72 hours for businesses with 26 or more employees. The accrual-cap for businesses with 25 or fewer employees will increase from 32 to 40 hours… (to read
Governor Brown Has Signed ‘Ban the Box’ Legislation into Law for California
Effective January 1, 2018, California will be the next jurisdiction to implement statewide “ban the box” legislation. On October 14, 2017, Governor Jerry Brown signed into law Assembly Bill 1008, which prohibits pre-offer inquiries regarding applicants’ conviction histories and regulates employers in their decisions to deny employment to an applicant based on his/her conviction history.
Governor Brown Has Another Opportunity to Expand Parental Leave to Small Businesses in California
The New Parent Leave Act has made it to Governor Jerry Brown’s desk awaiting his signature or veto. Learn more about the bill and the effect it would have on employers if signed at our Disability, Leave & Health Management Blog.
California Joining the Ban the Box Bandwagon?
California may be the next jurisdiction to implement statewide “ban the box” legislation. Assembly Bill 1008 made its way from the Assembly through the Senate, and now awaits action from Governor Jerry Brown.
Prohibition Against Pre-Offer Inquiries Regarding Applicants’ Conviction History
The bill would make it unlawful under California’s Fair Employment and Housing Act (“FEHA”)
California on Brink of Further Expansion of Fair Pay Protections
California’s legislature is close to passing three bills to expand the state’s fair pay laws. The bills, introduced in early 2017, were designed to expand upon, or clarify, the amended California Fair Pay Act (CFPA).
Click here for the full legal update to learn what the bills include.
San Francisco Passes “Lactation in the Workplace Ordinance”
On June 30, 2017, San Francisco Mayor Ed Lee signed the “Lactation in the Workplace Ordinance” (“Ordinance”), increasing protections for nursing mothers working in San Francisco. The Ordinance becomes effective January 1, 2018, and applies to anyone employed within the “geographic boundaries” of San Francisco.
Read about how this ordinance will impact employers at our
Are You Ready for Important California and City of Los Angeles Regulations Effective July 1, 2017?
Both California and the City of Los Angeles have enacted regulations effective July 1, 2017 governing employer use of applicant and employee criminal history in making employment decisions. Below we summarize these upcoming changes as well as the City of San Francisco’s ordinance already in effect.
New California Regulations
The California Fair Employment and Housing
Employer’s Enforcement of Its Call-In Policy Was Reasonable Vis-à-Vis a Disabled Employee
Employers frequently struggle with enforcement of call-in and job abandonment policies when there has been a lack of communication by a disabled employee. Click here to read more about a recent ruling related to this matter and find out how it impacts employers at our Disability, Leave & Heath Management Blog.