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The year 2020 has been nothing less than a series of traumatic events for many. No one was prepared for the changes the year brought and the adjustments that were required as a result remote working and schooling, safe social distancing policies and procedures, mass layoffs and loss of business, and more. Given everything that has transpired this year, it is safe to say, we are all eager to say goodbye to 2020. As we enter 2021 however, there are a few things employers must keep in mind.
Remote Working Will Be The New Norm For Many
Service Workers
Employers are also required to identify the number of employees by race, ethnicity, and sex whose annual earnings fall within each of the pay bands used by the U.S. Bureau of Labor Statistics in the Occupational Employment Statistics survey. To do so, the employer must calculate the total earnings for each employee for the entire reporting year, whether or not the employee worked a full calendar year. Lastly, the report must include the total number of hours each employee worked in each pay band.
To avoid duplicative reporting, if an employer is required to submit an EEO-1 under federal law (which provides substantially similar data), the employer may submit a copy of the same report to the DFEH. However, if an employer has multiple establishments, it must file a report for each establishment, as well as a consolidated report. Per S.B. 973, the first annual report will be due on or before March 31, 2021, and subsequent annual reports will be due on or before March 3
Key Points:
Numerous new California laws going into effect on January 1, 2021 (or earlier), will impact employers and employees.
The most significant laws include new obligations to report employee pay data, an expansion of protected leave under the California Family Rights Act, additional exemptions to California’s worker classification law and further requirements related to COVID-19 in the workplace.
Employers are reminded to carefully evaluate their policies and practices in order to comply with these new laws as they head into the New Year.
As the New Year approaches, California employers are reminded to review their practices to ensure compliance with numerous new California employment laws that will go into effect January 1, 2021 (or sooner as noted). The following is a summary of those laws.
Labor & Employment New Year Round-Up: What to Expect in 2021
USA
December 22 2020
Several new pieces of California legislation have either recently gone into effect or will take effect on January 1, 2021, impacting nearly all employers and how they handle COVID-19 related issues, leaves of absence, worker’s classification, discrimination disputes, arbitration agreements, union relations, and other miscellaneous issues.
Our round-up will help you determine which key issues may impact you in 2021; contact us to be sure you’re ready for all these upcoming changes.
New COVID-19 Reporting Obligations
Governor Newsom added to California’s growing list of COVID-19 health and safety related laws by signing AB 685, imposing additional reporting obligations on employers and expanding the California Division of Occupational Health and Safety’s (Cal/OSHA) authority to issue shutdown orders for workplaces that pose a risk of an “imminent hazard” relating to COVID-19.
2021 California Employment Law Roundup Tuesday, December 22, 2020
As 2021 is quickly approaching, employers in California are reminded to make any necessary changes to their policies due to the expansion of the California Family Rights Act and other new legislation. We have set forth below a brief summary of some of the key new laws impacting many California employers in 2021.
SB 1383 – Expansion of California Family Rights Act
The current California Family Rights Act (“CFRA”), modeled largely after the federal Family and Medical Leave Act (“FMLA”), requires employers with 50 or more employees to provide protected leave rights to employees with at least one year of service, who have worked at least 1,250 hours during the past 12 months, and who are employed at a worksite with 50 or more employees within 75 miles. However, effective January 1, 2021, SB 1383 eliminates the requirement that employees work at a worksite with 50 or more employees within 75 miles