On September 28, 2023, Governor Newsom signed AB 1228 into law, which repealed the FAST Act and implemented new regulations of the fast food industry in California. AB 1228 was amended to reflect the terms of an agreement reached between labor representatives and fast-food companies that was announced on September 10, 2023. We have reported
The legislative session has drawn to a close, and a slew of bills now await Governor Newsom’s decision. He has until October 14, 2023, to either sign them into law or veto them. In this week’s Friday Five, we spotlight the five bills, in the author’s view, that could profoundly affect California employers:
1.
We recommend employers develop a separation checklist to ensure the company’s policies are followed as well as all applicable laws that pertain to the employer. This article provides five issues employers should consider in developing a separation checklist for their company:
1. Documenting reason for termination
Employers should establish a protocol for documenting the reason
Big changes are coming to the quick service industry in California. An agreement reached between labor and fast-food companies has been documented in a Term Sheet dated 9/11/2023 proposes to drastically alter the FAST Act and the fast food industry in California. The term sheet agreement, if it becomes final, introduces pivotal provisions impacting fast
On September 1, 2023, Governor Newsom signed SB 699 into law that adds additional prohibitions on employer’s use of non-competition agreements and another restrictive covenants. This legislation has several key components that employers both within and outside California should be keenly aware of:
1. Implementation Date: The law will take effect from January 1, 2024.
Employee terminations and resignations must be planned for in advance to avoid common pitfalls for California employers. This Friday’s Five focuses on critical management and legal considerations during the separation process to minimize potential liability:
1. Documenting the reason for termination
What is the reason for termination? Is there a company policy that was violated?