Christopher W. Olmsted

Dec 11, 2024 | natlawreview.com | Christopher W. Olmsted

New California employment laws are scheduled to take effect on January 1, 2025. These laws address a variety of issues, including the state minimum wage, discrimination protections, paid time off, and employers’ messages about unionization. Quick HitsCalifornia’s minimum wage will increase from $16.00 to $16.50 per hour. New legislation clarifies that employers may not discriminate against workers because they have a combination of protected characteristics or do not have a driver’s license.

Oct 9, 2024 | jdsupra.com | Emily Harvin |Thomas McInerney |Christopher W. Olmsted

On September 28, 2024, California Governor Gavin Newsom signed into law Senate Bill (SB) No. 988, the Freelance Worker Protection Act (FWPA). The FWPA provides minimum requirements for agreements between freelance workers and hiring parties, effective January 1, 2025. Entities engaging independent contractors may want to familiarize themselves with these new requirements, as their contractors are likely to be “freelance workers” for purposes of the FWPA.

Oct 7, 2024 | jdsupra.com | Emily Harvin |Christopher W. Olmsted |Charles Thompson

On September 29, 2024, California Governor Gavin Newsom signed into law Assembly Bill (AB) No. 2499, a measure that provides leave protections for victims of domestic violence, sexual assault, stalking, or other crimes, as well as protections for employees performing jury duty or taking time off from work to appear in court to comply with subpoenas or other court orders as witnesses.

Oct 7, 2024 | natlawreview.com | Joshua Zive |Liam Donovan |Christopher W. Olmsted |Charles Thompson

Skip to main content October 07, 2024 Volume XIV, Number 281 Legal Analysis. Expertly Written. Quickly Found.

Oct 7, 2024 | ogletree.com | Christopher W. Olmsted |Charles Thompson |Emily Harvin

Quick Hits Newly enacted AB 2499 expands the FEHA by making it unlawful to discriminate or retaliate against an employee for taking time off from work for jury duty or to comply with a subpoena or other court order as a witness in a judicial proceeding, or, if the employee is a victim (i.e., an individual against whom a “qualifying act of violence” has been committed) or has a family member who is a victim, for taking time off to obtain relief or for other related reasons, as enumerated in...