News

  • How Does The New PAGA Reform Effect Employers?

    As most of us in the employment law world have been following and impatiently waiting, the PAGA reform is officially signed into law by Governor Newsom as PAGA reform (AB 2288 and SB 92). So, how does this change the landscape for PAGA cases? Here is the breakdown: PAGA reform immediately applies to cases filed after June 19, 2024. Effect: cases filed prior to June 19, 2024, do not have the benefit of this reform. PAGA Plaintiff Personally Suffered All Violations: The representative Plaintiff in a PAGA case must have personally suffered all the violations it alleged in their Complaint. […]

  • Healthcare Employees Wage Increase effective July 1, 2024
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    Governor Newsom, on May 31, 2024, endorsed Senate Bill (SB) 828, altering the commencement date of the healthcare minimum wage regulation (SB 525) by one month. In October of the previous year, Governor Newsom ratified SB 525, establishing a tiered statewide minimum wage framework for healthcare personnel working at the defined healthcare facilities, including hospitals, clinics, and many other healthcare facilities listed here (Section 1182.14 – Minimum wage for covered health care employees, Cal. Lab. Code § 1182.14 | Casetext Search + Citator). However, amidst substantial budget constraints, the Governor advocated for modifications to the legislation, notably a deferment in the enactment […]

  • Workplace Violence Prevention Plan – Is Your Company in Compliance?

    Beginning July 1, 2024, a new law requires most of California’s employers to establish, implement, and maintain a new written Workplace Violence Prevention Plan (“WVPP”). This new law does not affect those in the health care industry as California OSHA already has an established WVPP regulation for the health care industry. It also does not apply to law enforcement agencies and facilities operated by the California Department of Corrections and Rehabilitation. Which Employers Are Covered? The new law covers nearly all private employers in California unless they are already subject to Cal/OSHA’s existing rule for healthcare workers. Workplaces with less […]

  • Cannabis in the Workplace: What Employers Need to Know Now to be Compliant in 2024

    2024 is just around the corner. Now is the perfect time for employers to revisit employee handbooks and policies to prepare for an upcoming change in the law pertaining to cannabis at work. Commencing January 1, 2024, the rights of employees using cannabis will expand. In 2022, Governor Gavin Newsom signed AB 2188 which goes into effect on January 1, 2024. AB 2188 provides that employers shall be prohibited from discriminating against a person in hiring, termination or any term or condition of employment, or otherwise penalize a person, if the discrimination is based upon the person’s use of cannabis […]

  • Legal Alert: Important Updates to California Paid Sick Leave Laws

    Governor Gavin Newsom recently signed SB 616, introducing updates to California Paid Sick Leave laws that go into effect on January 1, 2024. This alert summarizes the key modifications in SB 616 you should be aware of. More Sick Leave Current law allows employees to accrue 1 hour of paid sick leave for every 30 hours worked. In the alternative, employers may frontload 24 hours of paid sick leave to employees at the beginning of the calendar year. Employees must be able to accrue at least 24 hours of paid sick leave in the first 120 days of each calendar […]

  • New CA Supreme Court Decision Could have Big Effect on Arbitration Agreements

    On July 17, 2023, the California Supreme Court issued its long-awaited decision in the case of Adolph v. Uber Technologies, Inc. (“Uber”). The Uber case centers on how employee arbitration agreements can impact an employee’s ability to bring a PAGA lawsuit against a current or former employer. A quick primer for those of you have had not had the “pleasure” of dealing with a PAGA lawsuit – PAGA is the shorthand for California’s Private Attorneys General Act of 2004, which gives “aggrieved employees” the ability to step into the shoes of the California Attorney General and pursue penalties for Labor […]

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