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Jan 23, 2025 | 
jdsupra.com | Laura Holtan |Jennifer Nutter |Susan Gross Sholinsky
As the Southern California wildfires rage on with devastating consequences, employers may be grappling to formulate an appropriate response. Employers may have specific legal obligations as well as optional ways to provide assistance to affected employees. This publication addresses applicable employment laws that implicate pay, leaves, and other aspects of employment that may be impacted by the wildfires. Employers should also review our publication on special benefits they may wish to provide.
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Dec 19, 2024 | 
jdsupra.com | Jennifer Nutter
The California Legislature and Governor Gavin Newsom have again enacted a number of laws that will affect California employers. This Insight summarizes the significant changes to California employment laws taking effect in 2025. Unless otherwise indicated, the laws discussed below will take effect on January 1, 2025.
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Mar 29, 2024 | 
jdsupra.com | Tryphena Liu |Jennifer Nutter
The California Division of Occupational Safety and Health (Cal/OSHA) has issued its anticipated model Workplace Violence Prevention Plan (for non-health care settings). As we previously noted here, SB 553 added California Labor Code Section 6401.9, which requires virtually all California employers to have a written Workplace Violence Prevention Plan (WVPP) in place by July 1, 2024, either as a stand-alone section in their Injury and Illness Prevention Program (IIPP) or as a separate document.
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Dec 24, 2023 | 
natlawreview.com | Jennifer Nutter
As 2024 quickly approaches, so, too, do many new obligations and restrictions for employers with California employees. Below, we summarize significant changes to hiring and workforce management, litigation, wage and hour, and other California employment laws taking effect in the new year. Unless otherwise noted, all new laws discussed below will be effective as of January 1, 2024.
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Oct 24, 2023 | 
natlawreview.com | Jennifer Nutter
Governor Gavin Newsom recently signed into law SB 616, which increases the amount of paid sick leave that employers must provide under the Healthy Workplaces, Healthy Families Act of 2014 (the “Act”). Effective January 1, 2024, employers[1] must provide eligible employees with up to five days or 40 hours of paid sick leave per year. Previously, the annual obligation was three days or 24 hours.
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Oct 23, 2023 | 
jdsupra.com | Tryphena Liu |Jennifer Nutter
Governor Gavin Newsom recently signed into law SB 616, which increases the amount of paid sick leave that employers must provide under the Healthy Workplaces, Healthy Families Act of 2014 (the “Act”). Effective January 1, 2024, employers[1] must provide eligible employees with up to five days or 40 hours of paid sick leave per year. Previously, the annual obligation was three days or 24 hours.
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Oct 3, 2023 | 
jdsupra.com | Tryphena Liu |Jennifer Nutter
After more than a year of administrative activity pertaining to California’s Fair Chance Act (FCA), the California Civil Rights Council issued final modifications to the FCA’s regulations (the “Revised Regulations”). The Revised Regulations are effective as of October 1, 2023. The FCA is a “ban the box” law that restricts California employers with five or more employees from asking about an applicant’s criminal history until after the employer has made a conditional offer of employment.
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Feb 20, 2023 | 
jdsupra.com | Alexandria Adkins |Scarlett L. Freeman |Jennifer Nutter
The California Office of Administrative Law has approved the California Division of Occupational Health and Safety’s (Cal/OSHA) COVID-19 Prevention Non-Emergency Regulations (Non-Emergency Regulations). As a result, on February 3, 2023, Cal/OSHA’s COVID-19 Prevention Emergency Temporary Standards (ETS) expired, and the Non-Emergency Regulations went into effect. Although extending many of the ETS requirements, as we previously reported, the Non-Emergency Regulations contain some notable changes.
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Feb 17, 2023 | 
natlawreview.com | Jennifer Nutter
Friday, February 17, 2023 The California Office of Administrative Law has approved the California Division of Occupational Health and Safety’s (Cal/OSHA) COVID-19 Prevention Non-Emergency Regulations (Non-Emergency Regulations). As a result, on February 3, 2023, Cal/OSHA’s COVID-19 Prevention Emergency Temporary Standards (ETS) expired, and the Non-Emergency Regulations went into effect.
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Feb 17, 2023 | 
lexblog.com | Jennifer Nutter |Scarlett L. Freeman |Alexandria Adkins
The California Office of Administrative Law has approved the California Division of Occupational Health and Safety’s (Cal/OSHA) COVID-19 Prevention Non-Emergency Regulations (Non-Emergency Regulations). As a result, on February 3, 2023, Cal/OSHA’s COVID-19 Prevention Emergency Temporary Standards (ETS) expired, and the Non-Emergency Regulations went into effect. Although extending many of the ETS requirements, as we previously reported, the Non-Emergency Regulations contain some notable changes.
