Happy New Year! 2021 has been another challenging year for California employers. COVID-related laws still predominate many issues facing California employers, from mandatory vaccinations, testing issues, and the various Federal, state and local requirements. California employers face these COVID-19 issues in addition to the normal heavy regulatory and ever changing framework facing them.
This Friday’s
As special opportunity for readers of my blog – we are giving away 9 free copies of Gary Vaynerchuk’s new book, Twelve and a Half. This new book is an essential read for CEO’s and human resource professionals. In the book, Gary explains why “soft skills,” often referred to as emotional intelligence, are critical
Merry Christmas! With the end of the year, it is a perfect time for companies to conduct a California employment law practices audit to ensure that policies are compliant, managers are properly trained, and the company is maintaining the required records for the necessary length of time. Here are five topics to review in conducting
Cal/OSHA readopted the COVID-19 Prevention Emergency Temporary Standards (ETS) on December 16, 2021. While a large portion of the existing ETS remains in place, there were a few changes made in this newly adopted ETS. The new ETS approved on December 16 will take effect on January 14, 2022. This Friday’s Five provides a summary
On December 15, 2021, the U.S. Supreme Court granted certiorari in Viking River Cruises, Inc. v. Moriana. At issue in this case is whether a California employer may enter into a voluntary agreement with an employee whereby the employee agrees to only bring his or her individual claims in an arbitration proceeding and not
[*Update: Cal/OSHA Emergency Temporary Standards (ETS) has been extended until at least May 6, 2022, and Cal/OSHA has the ability to extend the ETS until the end of 2022.]
California employers must remember to comply with the nuances of the Cal/OSHA Emergency Temporary Standards (ETS), which became effective in November 2020, and are
As 2021 is quickly coming to an end, this article focuses on five steps employers can take in preparation for 2022:
1. Update employee handbooks to comply with AB 1033 which expanded the definition of family members covered under the California Family Rights Act.
AB 1033 passed in 2021 and takes effect on January 1,
AB 331 known as the “Silenced No More Act,” was approved by the Governor on October 7, 2021, and its provisions applies to employment agreements, such as severance agreements, settlements agreements, or a release of claims. Here are five items employers should understand about AB 331:
1. When does AB 331 take effect?
AB 331
As we enter the holiday season, it is a good time to review employer’s obligations to accommodate requests for time off for holidays and best pay practices during the holiday season. This Friday’s Five covers five reminders for employers about holiday leaves and pay:
1. California employers are not required to provide employees time off
AB 654 is a new law that took effect on October 5, 2021 and modified California employer’s duty to notify workers of a potential COVID-19 exposure at the workplace. The new law modifies and updates AB 685 which became effective on January 1, 2021 (see our post discussing AB 685 here). The new law