As we approach the last few months of the year and plan ahead for 2023, we prepared this update to provide an overview of some of the latest legal developments and key new laws going into effect next year, some of which will require modifications to employment-related policies and practices in order for CA businesses to remain in compliance. Please note that this is not a
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.
As we blogged about here, on July 1, 2015, most California employers became legally obligated to provide their employees up to 3 days or 24 hours (whichever is greater) of paid sick leave per year pursuant to the Healthy Workplace Healthy Family Act. The City of Los Angeles has now enacted its own ordinance increasing the amount of paid sick leave that must be made available
As of today, most California employers are now required to provide their employees no less than 3 days or 24 hours—whichever is greater—of paid sick leave per year. An overview of the most important parts of the law is below: 1. Who Does the New Law Apply To: All California employers. The only employees exempt from the law are those covered by a valid collective bargaining
Although many employers make paid sick leave available to employees, such paid time off has not been legally required in California. However, with the passage of the “Healthy Workplaces, Healthy Families Act of 2014,” California will become the second state in the nation to require paid sick leave. The Healthy Workplaces, Healthy Families Act of 2014 will go into effect July 1, 2015. The Act
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