As Bay Area employers are well aware, San Francisco has several local employment-related ordinances that provide additional benefits to individuals performing work within the geographical boundaries of the City. One such benefit is paid parental leave.

Currently, employers who have 20 or more employees (located anywhere) are required to provide eligible San Francisco employees with

It’s a new year, and California SDI benefits will be increasing. The SDI withholding rate continues to be 1.0% of wages. But, the taxable wage limit will increase from $114,967 to $118,371.

For new SDI claims (whether for short-term disability benefits or paid family leave benefits) the maximum weekly benefit will increase from $1,216 to

San Francisco’s “Parity in Pay Ordinance,” prohibiting employers from inquiring about a job applicant’s salary history, took effect on July 1, 2018. This post discussed significant provisions of the ordinance as well as key considerations for employers to ensure compliance with the new regulation. Click here to read our full article regarding San Francisco’s salary

Jackson Lewis Shareholder Punam Sarad will serve as a panelist at the Bay Area Employer 411: What You Need to Know About the New Laws on Equal Pay, Fair Scheduling and Slavery-Free Supply Chains Conference hosted by the San Francisco Department on the Status of Women, Department of Labor/Women’s Bureau, Equal Employment Opportunity Commission and American Association of University Women/San Francisco Branch. The panel will be followed by a roundtable discussion about the Family Friendly Workplace Ordinance and Retail Workers Bill of Rights.
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San Francisco has added two ordinances with which employers must comply with beginning July 3, 2015. The San Francisco Formula Retail Labor Protections Ordinance* includes provisions which impact scheduling, on-call work, worker retention and time off for formula retail employees. Despite its name, the new law impacts many employers who are not in the retail industry including restaurants, movie theaters, fitness and gym facilities, financial services companies, spa, salon and massage establishments, and more. Join us to learn more about how the law impacts your business and best practices for ensuring compliance.
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1335488_24491270It may be time to review your company’s employment application and hiring process. The common “Have You Ever Been Convicted of a Felony?” question on employment applications will soon be a thing of the past for many California state and local agencies and private sector employers hiring or recruiting applicants to work within the City and County of San Francisco.

Effective July 1, 2014, state and local government agencies will no longer be permitted to ask a job applicant to disclose, in writing or verbally, if they have been convicted of a crime.
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Employers in the construction industry throughout California must prepare for an increase in the number of California Occupational Safety and Health Administration (“Cal/OSHA”) inspectors who will check employers’ fall protection safety systems.  The increase in inspections is a response to the events that occurred between May 18 and May 21, 2014, when four construction workers

San Francisco has joined the growing numbers of cities and states around the country implementing “ban the box” legislation which restricts inquiries regarding an applicant’s criminal records on applications for employment and during job interviews.  The EEOC recommends “banning the box” in line with its guidance regarding convictions and consideration in use of information based

San Francisco’s Health Care Security Ordinance has been amended to require additional obligations for covered employers with workers in the City and County of San Francisco.  The amendments will take effect January 1, 2012. The Ordinance requires many employers to spend a specified minimum amount toward certain health care expenses for their employees working in