Workplace Wave

New California laws bring broad changes by prohibiting criminal conviction and salary history questions during the hiring process, and by significantly broadening the number of employers who must provide family leave time off for new child bonding.

Recent headlines regarding Google’s pay practices highlight the need to diligently comply with the California Fair Pay Act and ensure employees are paid equitably.

San Francisco’s Paid Parental Leave extends to small employers and could be the wave of the future.

2017 California legislative changes impacting the workplace range from expansion of the Fair Pay Act to the legalization of marijuana

It’s a Presidential Election Year: Considerations for managing political discussions in the workplace

Mid-year compliance checklist: Review salaries for compliance with new FLSA overtime exemption requirements and prepare for San Francisco Paid Parental Leave

California employers already have an affirmative duty to prevent and promptly correct discriminatory and harassing conduct in the workplace under California Government Code section 12940(k) of the Fair Employment and Housing Act (“FEHA”). On April 1, 2016, amended FEHA regulations will take effect.

2016 California employment laws expand requirements for gender wage disparity through Fair Pay Act. Protected activity for retaliation claims includes disability and religious accommodation requests. Retaliation prohibited against family member of complaining party. School activity time off expanded. Computer professional overtime exemption minimum compensation rates are increased. Compensation for piece rate clarified.

Effective 7/1/15, the updated California Family Rights Act regulations clarify employee eligibility, medical certification, accrued paid time off usage, designation notices and job reinstatement obligations.

Evidence of employer setting employee with cancer up to fail with unfair performance plan no defense to failure to reasonably accommodate. Employer failed to explain why employee’s requested accommodation could not be provided, violating the interactive process obligation.