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
This year, California employers were faced with new legal obligations from numerous governing bodies, including the California legislature, Cal/OSHA, and local city and county governments. As we prepare for 2022, below is an overview of some of the latest legal developments and key new laws going into effect next year. COVID-Related Cal/OSHA + Federal OSHA Developments As we previously shared, Cal/OSHA issued new COVID rules
Last week, Cal/OSHA passed new COVID rules applicable to most businesses throughout the state, and Governor Newsom has signed those rules into law so that they are effective immediately. The changes include the following: Face Coverings: Consistent with CA Dept of Public Health Guidance, face coverings are no longer required for fully vaccinated employees except during workplace COVID-19 outbreaks, in public transit, indoors in K-12
Under well-settled California law, hourly, non-exempt employees who work more than 5 hours in a day are legally entitled to a 30-minute, uninterrupted, unpaid, and duty-free meal period that must begin before the employee works more than 5 hours. Hourly employees who work more than 10 hours in a day are legally entitled to a 30-minute, uninterrupted, unpaid, and duty-free meal period that must begin
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
The content of this website is provided for informational purposes only and is not intended to constitute legal advice. You should not rely upon any information contained in this website for legal advice. Viewing or using this website is not intended to and shall not create an attorney-client relationship between you and Bernstein & Friedland, P.C. Emails or other forms of communication that you transmit to the firm will not create an attorney-client relationship and thus information contained in such communications may not be protected as privileged. Bernstein & Friedland, P.C. makes no representation, warranty or guarantee about the accuracy of the information contained in this website or in links to other websites which is provided “as is,” nor about the outcome or result of any legal representation that might be undertaken by the firm. Your use of this website is at your own risk. You may use this website and its contents only for personal, non-commercial purposes. Neither Bernstein & Friedland, P.C. nor anyone acting on its behalf, will be liable under any circumstances for damages of any kind, including, without limitation, indirect, special, incidental or consequential damages, arising from the use of this website.
© 2023 Bernstein & Friedland, P.C. All rights reserved