Gov. Newsom has signed SB 399 into law, which restricts the ability of employers to hold mandatory “captive audience meetings” with their employees. The new legislation, also known as “California Worker Freedom from Employer Intimidation Act,” takes effect Jan. 1, 2025.
The new restrictions, which will be codified in Cal.
On or before July 1, 2024, most California employers must establish a Workplace Violence Prevention Plan (WVPP) in addition to their Injury, Illness & Prevention Programs. Employers also need to provide training on their WVPP and keep prescribed records.
Continue Reading Coming to California Workplaces this Summer – Workplace Violence Prevention Plans
AB 1228, commonly referred to as the “Fast Act,” takes effect in California on April 1, 2024, and the consequences for non-compliance are serious.
Many affected companies have closely followed this legislation and planned for its impact. However, many are uncertain about its application or mistakenly assume it does not apply to them.
By now, it’s a familiar maxim: when an employee brings an action under the Private Attorneys General Act (PAGA), “the state is the real party in interest.” Iskanian v. CLS Transp. L.A., LLC. That concept is the jumping-off point for anyone wishing to understand the procedural complexities of PAGA litigation. Under the guise of
“Hot Labor Summer” – so dubbed due to strikes by the Writers Guild, Screen Actors Guild, Southern California Hotel Workers, health care workers from multiple unions, and United Auto Workers – is not over. On Oct. 7, 2023, Gov. Newsom signed AB 1 (known as the Legislature Employer-Employee Relations Act), which gives California legislative staff
In a significant development for employers, on July 10, 2023, California Governor Newsom revitalized the Industrial Welfare Commission (IWC) by allocating it $3,000,000 as part of the state’s 2023 budget bill (AB 102). AB 102 takes effect immediately. The IWC is a quasi-legislative agency within the California Department of Industrial Relations (DIR) established to investigate
Artificial Intelligence (AI) and automated employment decision tools (AEDT) can be useful for employers in the hiring process. They may be used for myriad tasks, from sifting through employment applications to predicting applicant or employee honesty. Their use, however, comes with a specific legal risk: they may create a disparate impact, as we examine further
While perhaps overlooked in favor of other high-profile rulings (we’re looking at you, Viking River Cruises), the California Supreme Court’s decision in Naranjo v. Spectrum Security Services, Inc., No. S258966 (Cal. May. 23, 2022) may turn out to be one of the most significant cases of the year for California employers. As we
On Sept. 5, 2022, California Governor Gavin Newsom signed into law AB 257, the controversial Fast Food Accountability and Standards Recovery Act, also known as the “FAST Act” (the Act). Its passing was swiftly met with a voter referendum filed Sept. 7, 2022, to potentially block the new law. If the proponents of the referendum
In Shaw v. Superior Court, 78 Cal. App. 5th 245 (2022), the California Court of Appeal held that trial courts have discretion to apply the doctrine of exclusive concurrent jurisdiction to stay a later-filed PAGA action when there are two or more pending Private Attorney General Act (PAGA) actions arising from the same