Although the law does not automatically change workers’ status when it goes into effect on January 1, 2020, companies should evaluate their workforce and reclassify workers as appropriate. For more information on these laws and advice regarding best practices, check out our California Employment Law Update Seminars taking place at our San Francisco office on January 9, 2020 and Silicon Valley office on January 22, 2020. Child Labor Laws. SB 707 provides that an employer’s failure to pay costs and fees associated with an arbitration within 30 days of the due date would result in breach of the arbitration agreement, thereby waiving the right to compel arbitration. Employers should understand the implications of these changes, including the fact that reported injuries, and resulting Cal OSHA investigations and citations, could increase. As of January 1, 2020, California law … By continuing to browse this website you accept the use of cookies. Exempt salaried employees may not be eligible for overtime; however, employers have to pay salaried exempt employees at twice the minimum hourly wage based on a 40-hour workweek. The new laws – some of which were signed into law just weeks ago – address several topics, including: All employers with operations in California should be aware of these new laws, understand how these laws may affect their operations and consult with counsel to address any compliance questions. The regulation will become effective upon the California Office of Administrative Law (OAL) filing it with the California Secretary of State. Read on for a description of 13 key employment laws every employer operating in California should know about going into 2020. This bill excludes employees and prospective employees from the “Consumer” definition under the California Consumer Privacy Act until January 1, 2021. All California businesses that engage, or plan to engage, independent contractors should carefully consider such engagements in light of the limited circumstances under which a worker may be appropriately classified as an independent contractor under California law. As of January 1, 2020, employers cannot require applicants or employees in California to agree, as a condition of employment, continued employment, or the receipt of any employment-related benefit, to arbitrate claims involving violations of the California Fair Employment and Housing Act (FEHA) or the California Labor Code. California became the first state to legalize medicinal marijuana in 1996 and 20 years later became one of the few states to legalize recreational marijuana. Key California Employment Law Cases: October 2020 [Webinar] Looking Forward to 2021: California Employment Law Updates - December 1st, 9:30 am - 10:30 am PST See more » By Jennifer Terry and Heather Martone on 25 June 2020 Posted in California Employment Beat, Employment & Labor (U.S.), Wage and Hour, Workplace Laws and Regulations California employers need to be aware of impending local minimum wage increases in 13 California cities and counties on July 1, 2020, under local ordinances. AB 749 – Ban on No-Rehire Provisions in Settlement Agreements. If an employer … SB 142 expands an employer’s duties and responsibilities in providing lactation accommodation to those employees who need to express breast milk. Finally, the new law requires a private arbitration company to collect and report certain aggregate demographic data related to all arbitrators. 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