2023 will bring a variety of new California labor and employment laws that employers will need to stay abreast of as they review and update their policies and practices. This blog spotlights key pieces of legislation that will come into effect in the new year. Unless otherwise stated, the following new laws will take effect January 1, 2023.(more…)
Employment Law
California Enacts Law Prohibiting Discrimination Against Off Duty Cannabis Use
Effective January 1, 2024, AB-2188 will amend Government Code section 12954 and make it unlawful for an employer to discriminate against a person in hiring, termination, or any term or condition of employment, or otherwise penalizing a person, if the discrimination is based upon:(more…)
Employees Entitled to Protected Leave Under the California Family Rights Act and the Healthy Workplaces, Healthy Families Act of 2014 for a “Designated Person”
Assembly Bill (“AB-1041”), signed into law by Governor Newsom on September 29, 2022, expands the list of individuals for which an employee can take leave under the California Family Rights Act (“CFRA”) and the Healthy Workplaces, Healthy Families Act of 2014 (“Mandated Paid Sick Leave”). (more…)
California Enacts Five Day Mandated Bereavement Leave
On September 29, 2022, Governor Newsom signed into law Assembly Bill 1949 (“AB-1949”), which guarantees employees five (5) days of bereavement leave following the loss of a family member under the Fair Employment and Housing Act (“FEHA”).(more…)
California Passes Pay Transparency Legislation Expanding Annual Pay Data Reporting Requirements for Private Employers with 100 or more Workers and the Posting of Pay Scales for Employers with 15 or more Workers
On September 29, 2022, Governor Newsom signed Senate Bill 1162 (“SB-1162”) into law requiring employers with 100 or more employees to file annual pay data reports with the State of California and disclose pay scales. A report released by the California Civil Rights Department (“CRD” f.k.a. the Department of Fair Employment and Housing) in March 2022 found women, Hispanic/Latino and Black/African American workers were overrepresented in the lowest pay scales. The legislation aims to address the workplace pay disparities and occupational segregation based on race, ethnicity, and sex across the state, and promotes compliance with anti-discrimination laws.(more…)
Viking River is Decided; Iskanian Rule of PAGA Exception to Arbitration Agreements is No More
On June 15, 2022 the U.S. Supreme Court issued its highly anticipated opinion in Viking River Cruises, Inc. v. Moriana, and has effectively wiped-out California’s prohibition on Private Attorney General Act (“PAGA”) waivers in arbitration agreements. To appreciate the significance of the decision, it is necessary to understand the history of PAGA, and how it has been used in litigation in recent years.(more…)
US Supreme Court Upholds Employer Right to Require COVID-19 Vaccine and Imposition of Discipline for Violating Mandate
On April 18, 2022, the United States Supreme Court upheld an employer’s right to enforce a vaccine mandate resulting in the termination of the employee in Jonathan Dunn v. Lloyd J. Austin II, Secretary of Defense, et al. (more…)
US Congress Allows Plaintiffs Alleging #MeToo Claims to Invalidate Predispute Arbitration Agreements
The Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021 was signed into law by President Biden on March 3, 2022.
On February 10, 2022, the US Senate passed the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021 (the “Act”). The Act already passed the US House, and it is expected President Joe Biden will sign it into law. In brief, the Act will amend the Federal Arbitration Act (FAA) to allow a plaintiff who alleges a sexual harassment or sexual assault claim to invalidate a predispute arbitration agreement.(more…)
California’s Silenced No More Act – New California Law Will Expand Confidentiality Prohibitions
On October 7, Governor Newsom signed S.B. 331, the Silenced No More Act (“Act”), into law. The Act will take effect January 1, 2022. Existing California law limits the use of non-disclosure agreements (“NDAs”) to settle already-filed claims alleging assault, discrimination, harassment, or retaliation on the basis of sex. The Act expands the law to include any legally protected basis. The Act also clarifies that NDAs cannot be used in certain employment agreements (including bonus or separation agreements) to prevent or restrict the disclosure of factual information related to unlawful acts in the workplace.(more…)
FDA Approves First COVID-19 Vaccine-What This Means For Employers
The Federal Drug Administration’s (“FDA”) approval of the Pfizer-BioNTech COVID-19 vaccine clears the way for employers hesitant to mandate vaccines authorized under the FDA’s Emergency Use Authorization (“EUA”) to now require employees receive an FDA approved vaccine.(more…)