This year’s new California employment laws range from separation agreements to COVID-19 safety obligations to the continuing sagas of binding arbitration and independent contractor classifications.
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California Mandates Paid Sick Leave
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.
New California Laws for 2014: New Year, New Employee Protections
2014 California employment laws provide favorable protections for employees, including a minimum wage increase, increased thresholds for overtime exemptions , time off for victims of stalking and other crimes, recovery periods for heat illness, expansion of sexual harassment and military and veteran status. San Francisco enacts Family Friendly Workplace ordinance.
Mandatory Arbitration of Employment Claims Continues to be a Hot and Evolving Topic
Employers must weigh the pros and cons of mandatory arbitration of employment claims, and ensure contractual provisions will be enforceable.
New California Regulations Provide Expanded Protections for Disabled Employees and Clarification for Pregnancy Disability Leaves of Absence
California regulations issued for FEHA disability discrimination and accommodation obligations and FEHA pregnancy disability discrimination and leave of absence obligations
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