The law also applies to health care employees and emergency responders whose employers opted out of compliance with the federal Families First Coronavirus Response Act (“FFCRA”). Education. SB-1383 expands the California Family Rights Act (“CFRA”) and the New Parent Leave Act (“NPLA”) to make it an unlawful employment practice for any employer with fiveor more employees to refuse to grant a request by an employee to take up to 12 workweeks of unpaid protected leave during any 12-month period to bond with a new child of the employee or to care for themselves or a child, parent, grandparent, grandchild, sibling, spouse, or domestic partner. With this new law, California is emerging as a national leader in reintegration for families and strengthening communities.” Other criminal justice related bills signed today include: Release and Reentry. There are also other scenarios where workers are entitled to overtime in California. #WorkforceWednesday: Sick Leave in New York, California Law Update, and Oregon’s Workplace Fairness Act Takes Effect, Workplace Violence Rises During COVID-19 - Employment Law This Week®, U.S. Department of Labor Proposes New Rule for Distinguishing Independent Contractors from Employees under the FLSA, Rule 7: Be Prepared to Improvise – Return to Work in the Time of COVID-19, Washington, D.C. These new laws impact employers of all sizes and industries. This year, hundreds of new California laws were introduced—and many took effect on January 1—so there’s a lot to keep track of.. Highlights of these new laws include: COVID-19 supplemental paid sick leave for food sector workers, certain health care providers/emergency responders, and persons employed by private businesses of 500 or more employees; These changes go into effect as of January 1, 2021, and they replace California's terribly antiquated former homestead exemptions which provided … Also, those who have been treated for … SB-1159, however, extends this presumption beyond July 6, 2020, for firefighters, peace officers, fire and rescue coordinators, and certain kinds of health care and health facility workers, including in-home supportive services providers who provide services outside their own home. Share more information and © Epstein Becker & Green var today = new Date(); var yyyy = today.getFullYear();document.write(yyyy + " "); | Attorney Advertising. schedule a free consultation. While it’s hard to beat the entertainment factor of California's current strange laws, there are a few interesting new laws in 2020 worth knowing about. California Minimum Wage Law Our earlier discussion of AB 736 can be found here. There's a reason your inbox has been getting spammed with … Employers must immediately (within one business day of the notice of potential exposure) provide written notification to all employees at a worksite of potential exposures, COVID-19-related benefits and protections, and the disinfection and safety measures that will be taken at the worksite in response to the potential exposure. New law includes targeted protections for tenants to shield them from evictions due to COVID-19-related back rent through February 1, 2021 Extends anti-foreclosure protections in the Homeowner Bill of Rights to small landlords California Reports 52,281 New Cases Of COVID-19California health authorities reported Thursday a record 379 coronavirus deaths and more than 52,000 new confirmed cases. Classification of Independent Contractors. California Overtime Law: Under California labor law, non-exempt employees are entitled to 1.5x their regular pay for hours worked beyond 8 per day (or 40 per week) and 2x their regular rate for hours worked beyond 12 per day. Kin Care. New California Cannabis Laws for 2021 AB 1872 (The Tax Freeze one): Newsom technically signed this one last week, but it’s still critically important and covered by this legislative session. The new laws include an extension for the amount of time before a person with a gun violence restraining order placed against them. Boards of Directors. Employers may be subject to civil penalties of up to $10,000 for violating these reporting requirements. Employers are entitled to an offset for any supplemental COVID-19 leave provided to an employee for the covered reasons since March 4, 2020, such as COVID-19 leave provided pursuant to an executive order or local ordinance, or voluntarily by an employer. Here's a closer look at some that might in 2020. Sexual Harassment Training for Minors in the Entertainment Industry. Employees Given Sole Discretion to Use Kin Care Leave (AB 2017) - Employees currently may use their accrued sick leave to tend to the illness of a family member. When an employer knows or reasonably should know that an employee has tested positive for COVID-19, the employer must report certain information to its claims administrator. California Law Welcome to the California Law section of FindLaw's State Law collection. This presumption, as created by Governor Newsom’s Executive Order N-62-20, was set to expire on July 5, 2020. Home » New Employment Laws Facing California Employers in 2021 New Employment Laws Facing California Employers in 2021. Required posters may be found for food sector workers here and for other employees here. Your message has failed. Current law provides that a person who believes that he or she has been discharged or otherwise discriminated against in violation of any law enforced by the Labor Commissioner must file a complaint with the DLSE within six months after the occurrence of the violation.AB-1947 extends the time period to file such a complaint to one year. In addition, the bill prohibits employers with 25 or more employees from discharging, discriminating, or retaliating against an employee who is a “victim,” as defined, for taking off work to seek medical attention for injuries caused by crime or abuse, to obtain services from prescribed entities as a result of the crime or abuse, to obtain psychological counseling or mental health services related to an experience of crime or abuse, or to participate in safety planning and take other actions to increase safety from future crime or abuse. “The new laws make it likely that water agencies will need to offer more rebates for homeowners and business owners who replace lawns with drought-tolerant plants and who purchase water efficient appliances. 4-2001 and 5-2001 of the Industrial Welfare Commission to include part-time or “adjunct” faculty at private, nonprofit colleges and universities in California. Currently, an employer is only required to grant both employees a combined total of 12 workweeks of unpaid protected leave during the 12-month period. Beginning Sept. 1, Assembly Bill 61will allow teachers, employers and co-workers to petition courts to temporarily take guns away from people who pose danger. Being from an underrepresented community means that the individual “self-identifies as Black, African American, Hispanic, Latino, Asian, Pacific Islander, Native American, Native Hawaiian, or Alaska Native” or “self-identifies as gay, lesbian, bisexual, or transgender.”. Statements of Information. And, as before, if an exemption applies, the worker must still satisfy the multi-factor Borello test in order to be properly classified as an independent contractor. In addition, employers must also notify local public health agencies of outbreaks within 48 hours of becoming aware of the “outbreak,” which is defined as three or more laboratory-confirmed cases of COVID-19 among employees who live in different households within a two-week period. Minimum Wage - The minimum wage will increase by a dollar on January 1, 2021. This year, Governor Gavin Newsom signed numerous employment-related bills passed by the California Legislature. ; Requires the California Department of Public Health (CDPH) to publicly report information on workplace outbreaks. This bill also added an enhanced handwashing requirement for retail food facilities, permitting them to wash their hands every 30 minutes and additionally as needed. This website is for general information purposes only store authorization tokens and permit sharing on social networks! 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