At least 3
Corporations may increase the number of directors on their boards to comply with these requirements. A director is from an underrepresented community if they self-identify as Black, Hispanic, Latino, Asian, Pacific Islander, Native American, Native Hawaiian, Alaska Native, gay, lesbian, bisexual, or transgender.
AB 979 adds to the gender diversity requirements previously imposed by SB 826 (passed in 2018).
Employer Reporting Requirements
New Successor Liability Risks and Secretary of State Disclosure Requirements (Beginning January 1, 2022)
AB 3075 will expand potential liability for successor employers, defined as entities that have acquired a business through a merger or consolidation, and use substantially the same workforce as the original employer to offer the same services as the original business. Successor employers will now be liable for any wages, damages, and penalties owed by the predecessor to its employees. Thus, if an original employer defaults on a wag
Cost-of-Living Adjustments (COLA) Released For 2021 - Employment and HR
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The worksite’s NAICS code.
The employer will be required to continue notifying the local health department of any subsequent laboratory-confirmed cases of COVID-19 at the workplace.
New Authority for OSHA
Effective January 1, 2021, and until January 1, 2023, the Division of Occupational Safety and Health will have the authority to determine whether a worksite or any part thereof exposes workers to COVID-19 such that it creates an “imminent hazard.” In response to an “imminent hazard,” it may prohibit operations at or entry to that worksite at the immediate area in which the hazard exists by posting a notice to the employer in a conspicuous place. The provision is not to be used in a manner that would interrupt the performance of critical government functions essential to ensuring public health and safety functions or the delivery of electrical power or water. However, there are no other carve-outs.
Thursday, December 10, 2020
2020 has been an unprecedented year in many ways, but one thing that remains constant is the legislature s enactment of new laws that impact employers. Ranging from Covid-19 legislation to revisions to worker classification laws, new reporting requirements, and mandatory additions to boards of directors, below you will find our annual 2021 Employment Law Update.
NEW REPORTING REQUIREMENTS FOR COVID-19 EFFECTIVE JANUARY 1, 2021
On September 17, 2020, Governor Newsom signed into law AB 685, which will go into effect on January 1, 2021. It requires employers whose employees may have been exposed to COVID-19 in the workplace to notify their employees accordingly and report to local health officials. The new law also allows OSHA to order a facility closed if it deems the potential for COVID-19 infection an “imminent hazard” for employees at that facility. OSHA will also be able to issue “serious violation” citations for COVID-19 without fi
New California employment and labor-related legislation signed into law in 2020 by Governor Gavin Newsom will become effective January 1, 2021. Employers should review new laws and requirements and prepare to update practices and policies related to minimum wages and agricultural overtime, expanded family leave requirements, pay data reporting, and wage claim arbitration.
In addition, significant new California requirements for employers related to COVID-19 have been issued this year in the form of Executive Orders by Governor Newsom, legislation signed in September (some bills took effect on signing, and some will take effect 1/1/2021), and emergency temporary regulations and standards developed and approved by Cal/OSHA that took effect November 30, 2020. COVID-19 employer requirements have been the subject of recent articles posted on winebusiness.com, updates and legal advisories from law firms, and documents and advisories from state agencies. Links for more detailed COV
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