New Year’s Resolution: Update Your Employee Handbook
Seyfarth | California Peculiarities Employment Law Blog
by Caitlyn Crisp and Chelsea D. Mesa
1M ago
Seyfarth Synopsis: Every year California enacts a host of new laws that mean even the most diligent employers need to give their handbooks and policies a review and make sure they are up to date with the latest developments. Seyfarth has a few tips for making sure your handbook in the New Year stays compliant all year long (or at least until California complicates things again!). It’s late-December, so as you make your New Year’s resolutions for 2023, updating your company’s handbook to comply with new California laws should be at the top of your list! Although there’s no right or wrong time ..read more
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California Releases Guidance on Pay Scale Disclosures
Seyfarth | California Peculiarities Employment Law Blog
by Kristina M. Launey, Coby Turner, Annette Tyman and Shardé Skahan
1M ago
Seyfarth Synopsis: As we blogged about previously, California passed a landmark pay transparency law in September 2022. As promised, the Labor Commissioner’s office has issued FAQs addressing big employer questions regarding who is covered, information required to be disclosed, and details on remote job postings. On December 27, 2022, the California Labor Commissioner’s office released eagerly anticipated Frequently Asked Questions (“FAQs”) on the state’s new pay scale disclosure requirements under the Equal Pay Act, which are effective on January 1, 2023. This guidance clarifies some of the ..read more
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Cal/OSHA Approves Non-Emergency COVID-19 Standard In Time for the Holidays
Seyfarth | California Peculiarities Employment Law Blog
by Ilana Morady, Coby Turner, Juan Rehl-Garcia and Patrick D. Joyce
1M ago
Seyfarth Synopsis: On Thursday, December 15, 2022, the Occupational Safety and Health Standards Board (“OSHSB”) approved the long-proposed 2-year “permanent” COVID-19 standard. The new standard will take effect on January 1, 2023, and replace the current Cal/OSHA COVID-19 Emergency Temporary Standard (“ETS”). It’s The Most Wonderful Time Of The Year Among other things, the holiday season is a time when generosity is on full display. Across the world, families and friends exchange gifts and engage in other gestures of goodwill. Today, Cal/OSHA gifted California employees a new 2-year “permanen ..read more
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Fair Work Week Ordinance:  Los Angeles City Joins the Fray
Seyfarth | California Peculiarities Employment Law Blog
by Elizabeth M. Levy, Andrea Vizzo and Bernard Olshansky
2M ago
Seyfarth Synopsis: The holidays aren’t the only thing around the corner. The City of Los Angeles’ proposed Fair Work Week Ordinance is poised to place new onerous scheduling requirements on retailers. The Los Angeles City Council voted to pass the ordinance on November 22, 2022, and it is slated to go into effect in April 2023. Among other things, these requirements will require employers to provide schedules two weeks in advance, and penalize employers who are unable to adhere to provided schedules. The Backdrop While the California legislature has considered predictive scheduling laws, to d ..read more
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Changes Coming to CA COVID-19 Requirements
Seyfarth | California Peculiarities Employment Law Blog
by Ilana Morady, Patrick D. Joyce, Coby Turner, Liz Watson and Juan Rehl-Garcia
3M ago
Seyfarth Synopsis: Two big changes are on the horizon for California employers: (1) changes to the COVID-19 general exposure notification requirements and (2) a proposed “permanent” Cal/OSHA COVID-19 standard to take effect January 1, 2023-2025. The fall season signals change between the warmth and sun of summer and the cold and wet of winter. This year, fall also includes upcoming changes to the regulatory landscape in California as it pertains to COVID-19. Specifically, the passage of AB 2693 in late September and a recent round of edits to a proposed permanent Cal/OSHA COVID-19 standard ha ..read more
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New California Laws Focus on the Designated (and the) Survivor
Seyfarth | California Peculiarities Employment Law Blog
by Juan Rehl-Garcia and Jonathan L. Brophy
3M ago
Seyfarth Synopsis: Late into the 2021-2022 legislative period, California approved a set of bills —AB 1041 and AB 1949—that expand the CFRA and the Paid Sick Leave law and provide a statutory entitlement to bereavement leave for workers in the state. The new laws leave one to wonder whether California legislators were at least partly inspired by a particular action drama. In the television series Designated Survivor, HUD Secretary Tom Kirkman is named the designated person to take over the presidency if other members in the presidential line of succession perished all at once. After a series ..read more
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California Employment Legislative Update: Pay Transparency Headlines 2022 Session
Seyfarth | California Peculiarities Employment Law Blog
by Scott P. Mallery and Kristina M. Launey
4M ago
Seyfarth Synopsis: Taking it down to the wire, Governor Newsom approved the vast majority of labor and employment bills that ran the legislative gauntlet, including bills that will expand pay data reporting and pay scale disclosure requirements, extend COVID-19 Supplemental Paid Sick Leave, create mandatory wages and working conditions for fast food workers, and more. On the night before his September 30, 2022, deadline to sign or veto bills, Governor Newsom finished his review of all labor and employment bills the Legislature had passed to him for approval. While this year saw fewer lab ..read more
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SB 1162 Approved: Prepare for Greater Pay Transparency Requirements
Seyfarth | California Peculiarities Employment Law Blog
by Kristina M. Launey, Annette Tyman and Shardé Skahan
4M ago
Seyfarth Synopsis: SB 1162, approved by Governor Newsom on Tuesday, September 27, will require employers starting January 1, 2023, to disclose pay scales to current employees and on job postings, and to report even more pay data to the California Civil Rights Department (CRD, formerly DFEH), including median and mean hourly rates. On September 27, 2022, Governor Newsom signed another groundbreaking pay transparency law, SB 1162, into law. Effective January 1, 2023, employers will be required to disclose more pay data and provide pay ranges on job postings and to requesting employees ..read more
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So I…Passed Public Health Emergency Leave In San Francisco
California Peculiarities Employment Law Blog
by Catherine Feldman and Elizabeth M. Levy
4M ago
Seyfarth Synopsis: A city that knows how to prepare for a natural disaster better than Charlie Mackenzie is now arming its employees to better face any future pandemics or public health crisis. San Francisco voters recently passed Proposition G, which requires employers with 100 or more employees worldwide to provide up to 80 hours of paid public health emergency leave to their San Francisco employees during a public health emergency. This ordinance will become operative on October 1, 2022. After San Francisco repeatedly renewed its Public Health Emergency Leave Ordinance (“PHELO”) related to ..read more
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CPRA Brings Big Changes to Perceived Big Brother Employers
California Peculiarities Employment Law Blog
by Karla Grossenbacher, Emily Dorner and Yana Komsitsky
4M ago
Seyfarth Synopsis: Employers need to be aware and prepare for significant changes to options and rights afforded to employees with respect to their private data and information coming with the California Privacy Rights Act’s (CPRA) January 1, 2023, operative date. Employers will have significant obligations when the grace periods for HR and business to business (B2B) data expire on that date. Expect The Unexpected In November 2020, California residents voted to pass the CPRA, which gives California consumers heightened rights and control over their personal information. Until recently, the old ..read more
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