As we approach the end of this cataclysmic year, we can be thankful for something that never changes — more employment law issues to address. The following describes the most significant California employment laws going into effect in 2021, along with an HR Compliance Checklist to help you plan ahead. Expansion of the California Family…Read More
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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.
2015 California employment laws expand discrimination protections to unpaid interns, clarify protections for undocumented persons issued driver’s licenses, and add reporting requirements for employing large numbers of Medi-Cal beneficiaries. Harassment prevention training must include anti-bullying. Computer professional overtime exemption minimum compensation rates are increased. Joint employer liability standards are codified.
Beginning on July 1, 2015, employees who work in California must accrue paid sick leave at the rate of one hour for every 30 hours worked up to a maximum accrual of 48 hours. Employees may use sick leave for their own or a family member’s illness or for enumerated time off associated with domestic violence, sexual assault or stalking.
San Francisco Bans Criminal Conviction Inquiries on Employment Applications and Imposes Related Hiring Requirements
San Francisco’s “Ban the Box” ordinance prohibits criminal conviction inquiries on employment applications and establishes procedures for background checks.