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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.
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