AB-1512, which amends Labor Code section 226.7, authorizes a person employed as a security officer who is registered pursuant to the Private Security Services Act, and whose employer is a registered private patrol operator, to be required to remain on the premises during rest periods and to remain on call, and carry and monitor a communication device, during rest periods. Glendale, SB-973 authorizes the DFEH to seek an order requiring an employer to comply, and recover the costs associated with seeking the order for compliance, if it does not receive the required report from the employer. This law: Requires employers to notify employees who may have been exposed to COVID-19 and to report workplace outbreaks to the local health department. SPSL may be used for any of the following reasons: Employees are entitled to pay for SPSL at the highest of (1) the worker’s regular rate of pay for the last pay period, (2) the State minimum wage, or (3) the local minimum wage (capped at $511 per day and $5,110 in the aggregate). Employers must immediately (within one business day of the notice of potential exposure) provide written notification to all employees at a worksite of potential exposures, COVID-19-related benefits and protections, and the disinfection and safety measures that will be taken at the worksite in response to the potential exposure. schedule a free consultation. DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations. Employers will have 30 days from receipt of a right-to-sue letter to request mediation. Among the significant changes are removal of the annual 35-submission limit for freelancer writers, editors, newspaper cartoonists, still photographers, and photojournalists, though a variety of other requirements still must be met. Covered employees are exempt from the wage and hour provisions of those Wage Orders, as well as specified provisions of the Labor Code, if the employees satisfy a two-part “duties” and “salary” test. Minimum Wage - The minimum wage will increase by a dollar on January 1, 2021. Please try again. Current law provides that a person who believes that he or she has been discharged or otherwise discriminated against in violation of any law enforced by the Labor Commissioner must file a complaint with the DLSE within six months after the occurrence of the violation.AB-1947 extends the time period to file such a complaint to one year. Current law requires an employer that provides sick leave for employees to permit an employee to use at least half of the employee’s accrued and available sick leave to attend to the illness of a family member (“kin care”). License points for distracted driving: Beginning July 1, 2021, a new law will levy an additional penalty on a driver who breaks California’s hands-free law… Employers are also obligated to report the number of employees by race, ethnicity, and sex whose annual earnings fall within each of the pay bands used by the U.S. Bureau of Labor Statistics in the Occupational Employment Statistics survey. It also creates new notice and reporting requirements to employees and subcontractors that must be met within one business day of potential COVID-19 exposure. Assembly Bill 2257 substantially revises AB 5 and adds on new exemptions to the "ABC Test," including providing exemptions for business-to-business contracts, referral agencies, music industry and performers, and professional services. Highlights of these new laws include: COVID-19 supplemental paid sick leave for food sector workers, certain health care providers/emergency responders, and persons employed by private businesses of 500 or more employees; While it’s hard to beat the entertainment factor of California's current strange laws, there are a few interesting new laws in 2020 worth knowing about. 144 N Glendale AveSte 228 SB 1383 significantly expands the California Family Rights Act (CFRA) beginning January 1, 2021. The legislation he co-authored would require people from “underrepresented communities” to have at least one seat on corporate boards in California by the end of 2021. AB-2143 amends Code of Civil Procedure section 1002.5 (prohibiting the use of no-rehire provisions in settlement agreements of employment-related disputes, except if the employer has made a good faith determination that the aggrieved party engaged in sexual harassment/assault) to allow an exception, permitting a no-rehire provision if the aggrieved party has engaged in criminal conduct. School districts will have more power over the creation of new charter schools in their … Build a Morning News Brief: Easy, No Clutter, Free! New AB 5 Exemptions (AB 2257) - A new law was implemented in 2020 which made it more difficult for employers to classify their workers as independent contractors. A worker with a regular schedule of less than 40 hours per week is entitled to SPSL in an amount equal to the total number of hours the worker is normally scheduled to work over a two-week period. Below are the highlights curated by our Employment Law Group. The State of New York will increase its standard minimum wage to $12.50 in 2021, except for fast food workers in the state, whose minimum wage will be increased to $15 on July 1, 2021. Successorship is established upon meeting one of several factors outlined in the law. To embed, copy and paste the code into your website or blog: Your first step to building a free, personalized, morning email brief covering pertinent authors and topics on JD Supra: [HOT] Read Latest COVID-19 Guidance, All Aspects... [SCHEDULE] Upcoming COVID-19 Webinars & Online Programs, [GUIDANCE] COVID-19 and Force Majeure Considerations, [GUIDANCE] COVID-19 and Employer Liability Issues. In addition, the law requires an employer that employs both parents of a child to grant leave to each employee. Boards of Directors. Officials increased the New York City minimum wage rate … Enhanced Enforcement and Employer Reporting Requirements. SB-973 requires, on or before March 31, 2021—and on or before March 31 each year thereafter—a private employer that has 100 or more employees to submit a pay data report to the DFEH that contains specified wage information. Education. 91206. Employees Given Sole Discretion to Use Kin Care Leave (AB 2017) - Employees currently may use their accrued sick leave to tend to the illness of a family member. The California Department of Water Resources is planning to recommend standards for outdoor use by 2021, the report said. Currently, that law — which seeks to ensure equal levels of care for physical and mental health — covers only nine mental health … review and revise employee handbooks to ensure that they are otherwise up to date. These new laws impact employers of all sizes and industries. This law: Requires employers to notify employees who may have been exposed to COVID-19 and to report workplace outbreaks to the local health department. Employers are entitled to an offset for any supplemental COVID-19 leave provided to an employee for the covered reasons since March 4, 2020, such as COVID-19 leave provided pursuant to an executive order or local ordinance, or voluntarily by an employer. SB-1383 expands the California Family Rights Act (“CFRA”) and the New Parent Leave Act (“NPLA”) to make it an unlawful employment practice for any employer with five or … Major changes affecting employers with California operations in the coming year include: Unless otherwise stated, all the new laws discussed below will take effect on January 1, 2021. By continuing to browse this website you accept the use of cookies. The existing pay stub requirement for paid sick leave has been expanded to require that available SPSL also be reflected on employees’ pay stubs or by a separate writing provided on the designated pay date with the employee’s payment of wages. The bill revises the conditions under which business service providers providing services pursuant to contract to another business are exempt, and the criteria for the referral agency exemption. On October 10, 2015, California Governor Jerry Brown signed into law Assembly Bill No. Here’s a look at some of the new employment-related laws that employers should be aware of, which, unless otherwise stated, are effective January 1, 2021. Minimum Wage - The minimum wage will increase by a dollar on January 1, 2021. By Anthony Zaller on September 18, 2020. The law became effective immediately, adding section 515.7 to the Labor Code. A detailed discussion of SB-1383 can be found here. The law also eliminates the 75-mile radius for purposes of counting employees (but keeps the requirement that to be eligible for leave the employee must have at least 1,250 hours of service with the employer during the previous 12-month period). 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