As we look ahead to the new year, below is a summary of several updates to the employment laws in California, some of which have already gone into effect and others of which are effective January 1, 2021. The following is an overview of some of the key changes California employers should be aware of, which will require handbook and/or policy updates to remain in
Whether an employer has one employee or 1,000, having a legally compliant employee handbook is essential. Particularly in a state like California, where employment-related lawsuits are filed against employers virtually every day, employee handbooks often serve as an employer’s first line of defense against many such claims by demonstrating an employer’s understanding of (and compliance with) the laws they are required to follow. Employee handbooks
The California Legislature, local city councils, and other lawmakers have been busy over the last several months passing a number of laws that will impact the employment landscape. Below is an overview of some of the key changes to be aware of as we head into 2017: 1. New I-9 Form: By January 21, 2017, employers must start using a new I-9 form prepared by the U.S.
New Regulations Require Most CA Employers to Update their Anti-Discrimination and Anti-Harassment Policies by April 1st
The California agency tasked with enforcing the state’s anti-discrimination, anti-harassment, and anti-retaliation laws, the Department of Fair Employment & Housing (DFEH), has recently implemented new regulations that will require California employers with five or more employees to revise their workplace policies and/or employee handbooks by April 1, 2016. Specifically, the regulations require employers to say more to employees about the topics of anti-discrimination and anti-harassment