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
California employers should be aware of a number of major developments in the employment laws applicable to the second half of 2022, including: Minimum Wage Increases While the CA state minimum wage has adjusted annually on January 1 the last several years, many CA cities and counties increase their minimum wage each July. Below is a list of some of the cities that will see
The California Labor Code entitles non-exempt employees to at least one day of rest every seven days. Specifically, Labor Code § 551 provides: “Every person employed in any occupation of labor is entitled to one day’s rest therefrom in seven.” Similarly, Labor Code § 552 provides: “No employer of labor shall cause his employees to work more than six days in seven.” Labor Code § 556 provides an exception to these
The U.S. Department of Labor has published its Final Rule increasing the minimum salary that must be paid to employees classified as exempt under the executive, administrative, and professional exemptions to no less than $913 per week ($47,476 per year) effective December 1, 2016. This is significantly higher than the $41,600 minimum annual salary ($800 per week) currently required by California law for an employee to retain
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
A new law increasing California’s minimum wage to $15 per hour applies to all businesses with employees in California – and not just to those employing minimum wage workers. The law, available here, implements a phased approach to increasing the statewide minimum wage and distinguishes between employers with 26 or more employees and employers with 25 or fewer employees, giving these smaller employers one additional year to
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