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Labor pick Walsh likely to be moderate: Experts
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California HR Compliance Updates for 2021
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Part 1: New Labor & Employment Laws for Businesses and Public Agencies in 2021
California lawmakers and regulatory agencies spent the greater part of 2020 responding to the coronavirus pandemic, passing legislation, creating regulations and issuing mandates and executive orders impacting both public and private employers.
In Part 1 of this annual Labor & Employment Legal Alert series, Best Best & Krieger LLP provides California employers updated information on the state’s COVID-19 regulations and legislation impacting workplaces. Unless otherwise noted, all California laws went into effect Jan. 1.
COVID-19 and the legislation enacted in response to the pandemic will continue to impact workplaces in 2021 and beyond. Many of the laws explored below do not expire until 2023.
Dive Brief:
A new California law that went into effect Jan. 1 allows state regulators to shut down jobsites that expose workers to an imminent hazard of COVID-19 infection, while eliminating a previously required 15-day rebuttal period for contractors to respond to any alleged “serious violations” related to COVID-19, according to the Associated General Contractors of California.
The state’s AB 685 law codifies much of the emergency temporary standard that California’s Division of Occupational Safety and Health Cal/OSHA implemented in November. But it also expands the notification requirements for employers, as well as Cal/OSHA’s policing powers for violations of infection prevention requirements aimed at stopping the spread of COVID-19 in the workplace.
California wine grape group joins Farm Bureau in Cal/OSHA lawsuit - Sacramento Business Journal
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