Knowledge Center

On May 6, 2022, the California Division of Occupational Safety and Health (Cal-OSHA) updated its COVID-19 Prevention Emergency Temporary Standards (ETS) to incorporate updated guidance from the California Department of Public Health (CDPH). These guidelines are set to remain in effect until December 31, 2022, unless modified sooner. Below is a summary of the changes in the new regulations. DEFINITIONS “High Risk Exposure Period” is now called “Infectious Period,” though the definition remains the same. …

California employers are now subject to several new laws. Unless otherwise noted, these laws are effective January 1, 2022: New COVID-19 Notices Available from Public Health Officials Effective immediately, California’s Department of Public Health and local health officers must post Covid-19 related orders and their effective dates on their respective websites. Businesses and individuals may now also sign up for email notifications from these officials of changing public health orders. Employers May Now Send Required …

It is that time of year again! Yes, time to update your employee handbook. Employers will need to review their employment policies to be sure they comply with new laws coming into effect for 2021. Below are key new laws that may impact your business.    Arbitration Labor Commissioner Representation in Arbitration (SB 1384): This bill expands the Labor Commissioner’s ability to represent claimants who are financially unable to afford representation to arbitral proceedings and/or …

On September 9, 2020, the Governor signed AB-1867, which among other things, codified Executive Order N-51-20 (which provided supplemental paid sick leave to food sector workers), added a requirement that most employers with 500 or more employees to provide supplemental paid sick leave, and added supplemental paid sick leave for certain emergency and healthcare workers at employers with fewer than 500 employees. Below are the key requirements for these sick leaves. Covered Employees & Employers …

In a landmark 6-3 decision, the Supreme Court of the United States ruled that Title VII of the Civil Rights Act of 1964 prohibits discrimination based on sexual orientation and gender identity. Under the Court’s ruling, Title VII’s ban on discrimination protects gay, lesbian and transgender employees. Procedural History In this momentous ruling, the Court consolidated three separate employment cases, all involving long-term employees who were terminated allegedly due to their sexual orientation or transgender …