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With the New Year rapidly approaching, employers should prepare for the flurry of new California employment legislation. The recent legislation presents new compliance challenges and requirements for California employers, including obligations related to the ongoing pandemic, reinforcing or expanding leave protections, wage and hour compliance risks, and much more. We discuss some of the most notable developments below. Employers should review their policies and procedures in light of these developments.
COVID-19
AB 685 imposes new COVID-19-related notification and reporting obligations and authorizes Cal/OSHA to shut down operations that place workers at risk of exposure.
[co-author: Rukayat Salaam]
Nearly all California employers must take steps now to comply with the requirements imposed by the new slate of emergency regulations intended to minimize the spread of COVID-19 in California workplaces. These regulations, adopted by CAL/OSHA on November 30, 2020 are immediately effective. Here is what employers need to know now to protect their businesses and their employees.
Who Must Comply
The new Emergency Temporary Standards (ETS) apply to all employers, employees, and places of employment except: (i) workplaces with only one employee who does not have contact with other people; (ii) employees who work from home; and (iii) employees covered by the Aerosol Transmissible Diseases regulation.