Latest News

06 Dec 2023

Two COVID laws are set to sunset at the end of 2023—the COVID-19 notice requirement and the workers’ compensation presumption for workers, first responders, and health care personnel, along with the workers’ compensation notice requirements. Although the California COVID-19 notice requirement is ending, Cal/OSHA’s COVID-19 non-emergency regulations still mandate employers to promptly not...

05 Dec 2023

SB 497 Equal Pay and Anti-Retaliation Protection Act, effective January 1, 2024, reinforces existing laws that prohibit employers from discriminating or taking adverse actions against employees engaged in protected conduct. This includes activities such as filing complaints, participating in investigations, or exercising their rights under various labor laws. The Act increases penalties ...

04 Dec 2023

Beginning July 1, 2024, a new addition to the California Labor Code, Section 6401.9, mandates that almost all employers establish a Workplace Violence Prevention Plan (WVPP). The enforcement and implementation of Section 6401.9 fall under Cal/OSHA. The WVPP imposes several key obligations on employers: Designate a responsible individual for program implementation. Identify and rec...

03 Dec 2023

Beginning June 1, 2024, SB 525 establishes five new minimum wage schedules for certain health care employees, depending on the nature of the employer. Twenty types of facilities are covered, including hospitals, clinics, skilled nursing facilities, psychiatric and mental health facilities, home health agencies, residential care, and many more....

02 Dec 2023

The Fast Food Accountability and Standards Recovery Act establishes the Fast Food Council and raises the minimum wage for fast-food restaurant employees to $20 per hour, effective April 1, 2024. The Fast Food Council will assume responsibility for setting future minimum wages, working hours, and other working conditions for fast-food restaurant employees....

01 Dec 2023

On January 1, 2024, AB2188 will take effect, preventing employers from discriminating against an employee or applicant due to their off-the-job use of cannabis. Employers retain the ability to conduct pre-employment drug testing and reject a candidate based on a valid screening specifically targeting psychoactive cannabis metabolites. Certain exemptions exist, including federal contracto...