Employment Law Update in California
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Understand what changes newly enacted laws in California will require in the workplace.Each new year brings new statutory mandates for employers. Failure to stay up to date on changes in the law puts employers at risk for administrative investigations and employee lawsuits. This year, there are changes to mandated leaves, classification of employees, the drafting of severance agreements, who is considered a mandated report of suspected child abuse, and a new requirement for reporting exposure to COVID-19. This topic will help people responsible for employment law compliance understand what changes newly enacted laws in California will require in the workplace, what policies need to be changed and what new policies need to be implemented.
AuthorsCalvin R. House, Gutierrez, Preciado & House, LLP
Misclassification, Ab 5, Ab 2257 and Proposition 22
• How Do You Determine Who Is an Employee?
• How Did Ab 5 Alter the Definition?
• How Did Ab 2257 Limit the Reach of Ab 5?
• How Proposition 22 Change the Playing Field?
Expansion of the California Family Rights Act
• In What Circumstances Does the Cfra Require Employers to Grant Leave to Their Employees?
• How Did Ab 1385 Increase the Number of Employers Who Must Comply?
• What Other Changes Did Ab 1385 Make to Existing Law?
Legality of "No Rehire" Provisions in Severance Agreements
• What Does California's Ban on "No Rehire" Clauses Mean for Employers?
• What Exceptions Are There to the Ban?
COVID-19 Reporting Requirements for Employers
• When Must an Employer Report COVID-19 Exposure?
• Who Must the Employer Notify of a COVID-19 Exposure?
• What Steps Should an Employer Take to Keep Employees Safe From COVID-19 Exposure?
Mandated Reporting of Suspected Child Abuse
• What Is Mandatory Suspected Child Abuse Reporting?
• Who Has Been Added to the List of Mandated Reporters?