Tryphena Liu

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.

Jan 29, 2024 | jdsupra.com | Scarlett L. Freeman |Frances Green |Tryphena Liu

Almost a decade ago, in September 2014, California was the first state in the nation to enact legislation prohibiting non-disparagement clauses that aimed to prevent consumers from writing negative reviews of a business.

Dec 27, 2023 | jdsupra.com | Brian G. Cesaratto |Alexander J. Franchilli |Tryphena Liu

On December 8, 2023, the California Privacy Protection Agency (“CPPA”) Board (the “Board”) held a public meeting to discuss, among other things, regulations addressing: (1) cybersecurity audits; (2) risk assessments; and (3) automated decisionmaking technology (“ADMT”). After years in the making, the December 8 Board meeting was another step towards the final rulemaking process for these regulations.

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.

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.