Big changes are in store.
Enforcement season begins July 1, 2024.
Employers in California must have a Workplace Violence Prevention Plan in place by July 1, 2024 (except for limited and narrow exceptions found in Labor Code section 6401.9(b)(2)).
It’s never dull moment in California. If you have gone astray with tackling your list of 2023 priorities, we will help you get back on track. Below are some key (but certainly not all!) compliance areas that employers with California employees should be sure to keep in mind this year.
Settle with staffing agency, go on to sue its client.
California employers, take heed of July 1.
SCOTUS gives California employers a break.
A pleasant surprise for employers.
Supreme Court considers arbitration waivers of PAGA claims.
Supplemental Paid Sick Leave for COVID is back!
California employers, be aware!
California employment laws keep employers up at night, wondering what is coming next. There always seems to be something. From new statutes to new regulations to new court decisions, we will keep you up to date on developments in the areas of wage and hour, discrimination, leaves of absence, retaliation, class actions, PAGA, and arbitration. We’ll also provide you with practical information on how to update your policies and employment practices. Please subscribe to keep current.
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