CALIFORNIA PRIVATE ATTORNEY GENERAL ACT (PAGA) CHANGES Employers: the California Private Attorney General Act (“PAGA”) is being amended to impose new limits on who can bring a PAGA action and the scope of Labor Code violations that a plaintiff employee can pursue; it will also create caps on penalties for...
FEDERAL COURT UPHOLDS CALIFORNIA’S AB5 ON EMPLOYEE CLASSIFICATION The full 11-judge panel of the Ninth Circuit Court of Appeals upheld California’s AB5, which redefined how courts determine whether workers are independent contractors or employees. This decision has significant implication for employers across the state. AB5, enacted in 2020 was originally...
CALIFORNIA UPDATES: TWO MANDATORY PAMPHLETS REQUIRED FOR NEW HIRES California made updates to two crucial pamphlets that employers are required to provide to new hires. (1) The “TIME of Hire” pamphlet provided by the California Department of Industrial Relations Division of Worker’s Compensation and (2) the “For Your Benefit” pamphlet...
California Seeks to Enact Its Own State Corporate Transparency Act California seeks to raise transparency regarding California business ownership by passing Senate Bill 1201, which seeks to impose on all domestic and foreign limited liability companies and corporations doing business in California the obligation to provide information about the beneficial...
Transportation Workers Might Be Able to Sue in Court Rather than Be Required to Arbitrate The U.S. Supreme Court recently clarified that transportation workers engaged in interstate commerce are exempt from mandatory arbitration under the Federal Arbitration Act (FAA). This exemption extends beyond traditional transportation industry employees like those at...
Employee Handbook Updates REQUIRED Update your employee handbooks! The California Legislature passed a whole slew of workplace reform bills that took effect January 1st. Several require California employers either to add new policies to their Employee Handbooks or revise and update existing policies. The changes/additions include everything from leaves of...
We want to Remind Employers that Starting July 1, 2024 You Need a Workplace Violence Preventive Plan By July 1, 2024, California employers are required to have a written plan against workplace violence. “Workplace Violence” encompasses any act or threat that may lead to physical harm, psychological distress, or undue...
We want to Remind Employers about Expansion of Paid Sick Leave starting January 1, 2024 Employers must now provide workers to at least 40 hours or five days of paid sick leave each year. The prior requirement of only 24 hours or 3 days was replaced. Some areas of California...
JANUARY 1, 2024: BUSINESS REPORTING NEW MANDATORY REQUIREMENTS In a significant move to bolster its anti-money laundering and anti-tax evasion efforts, the federal government introduced new regulations set to reshape the landscape for businesses formed in 2024 and beyond. As of January 1, 2024, newly established corporations, limited liability companies...
EASIER FOR CA EMPLOYEES TO PROVE EMPLOYER RETALIATION California’s Equal Pay and Anti-Retaliation Protection Act is effective January 1, 2024 and amends certain provisions of the California Labor Code to create a rebuttable presumption of retaliation by the employer in favor of the employee, if an employee experiences an “adverse...