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California has finalized new employment law statutes that go into effect January 1, 2023, and so it's time once again for California employers to update their handbooks, policies, and practices to comply with new legal requirements. This webinar aims to give you a good head start. We'll cover new legal developments regarding numerous topics, including:
- Pay Transparency: Senate Bill 1162 requires employers to include a pay scale for a position with every job posting, and requires employers to provide a pay scale upon request to employees (previously, this applied only to applicants). In addition, by May 2023 (and annually thereafter), the new law requires employers with 100 or more employees to include in annual pay data reports analyses of the median and mean hourly pay rates, within various job categories, for each combination of race, ethnicity and sex.
- Expansion of California Family Rights Act ("CFRA") & Paid Sick Leave: Assembly Bill 1041 expands employee CFRA and paid sick leave rights to allow an employee to take such leave to care for a "designated person," in addition to other family members previously specified by law. Importantly, the definition of "designated person," and process for an employee to identify a designated person, differ significantly from the designated person definitions/procedures under San Francisco and other local paid sick leave laws.
- Bereavement Leave: Assembly Bill 1949 now mandates that employers grant employees 5 days of unpaid bereavement leave (that need not be taken consecutively) for the death of a family member. The particulars of the law will likely require most employers to modify their bereavement leave policies.
- Wage & Hour Law Update:
- COVID-19 Related Employment Laws: California's extension/modification of the requirement to provide COVID-19 supplemental paid sick leave, current Cal-OSHA Emergency Temporary Standards, and Assembly Bill 2693's new safety-related requirements.
- E-mail of Workplace Postings: Senate Bill 657 provides that in any instance in which an employer is required to physically post information, the employer may also distribute that information to employees by email with the document or documents attached. We'll discuss how to satisfy workplace posting requirements with respect to remote workers.
- Retaliation for Refusing to Work in Emergency Conditions: Senate Bill 1044 protects employees from retaliation for refusing to work in "emergency conditions."
- Cannabis Use: Effective January 1, 2024, Assembly Bill 2188 prohibits discrimination based upon an employee's or applicant's use of cannabis off the job and away from the workplace, with various exceptions.
New State/Local Laws Outside of California: Key new employment law requirements applicable to employees working outside of California, that exceed California law requirements. As to each employee, an employer must adjust policies and practices as necessary to comply with the laws in the place where the employee works.
Attendees will receive detailed PowerPoint slides and some additional written materials. Some time will also be reserved for answering attendee questions.
Your presenters will be attorneys Ray Hixson, Brian Nagatani, and Mary Wang who are partners of the law firm Hixson Nagatani LLP. Hixson Nagatani LLP advises and represents employers in a wide range of employment law matters. The firm provides advice and counsel on proactive steps that employers should take to ensure compliance and minimize legal risks, including with respect to creating and updating personnel policies and practices, personnel-related forms, risk assessment of contemplated personnel actions, and managers' legal training. The firm also defends employers against actual and threatened employee claims, including claims made in state and federal courts, arbitration, and government agencies.
Continuing education credits: This program has been submitted to the HR Certification Institute and SHRM for review. This program qualifies for 1.0 hours of MCLE for California attorneys.
Date & Time:
Date: Wednesday, November 9, 2022
Time: 12:00 p.m. - 1:00 p.m. PDT
Registration fee: This webinar is free of charge.
We anticipate that this event may sell out, and recommend registering as early as possible. Attendance in the webinar is limited to 1,000.
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