With the enactment of the Healthy Workplaces, Healthy Families Act of 2014 (AB1522), California has become the second state in the nation, after Connecticut, to mandate employers provide their employees, including part-time and temporary workers, paid sick leave.

Until recently, California had a state insurance law that prohibited insurance companies and/or employers from imposing a waiting period in excess of 60 days.

We have made several important policy updates to our model California handbook including the following:

• Non-Disclosure / Confidential Company Information
• Publicity, Statements to the Media
• Use of Communication and Computer Systems
• Use of Social Media
• Workplace Conduct
• Solicitation and Distribution
• San Francisco Family Friendly Workplace
• Working Hours and Schedule (includes important meal and rest period requirements under CA law)
• Victims of Domestic Violence Sexual Assault or Stalking
• Pregnancy Disability Leave
• Travel Time for Nonexempt Employees

Executive Summary

Coverage: Impacts all employers applying the commissioned employee exemption. 

Effective Date:  Currently in effect.

Overview:   The California Supreme Court has narrowed application of the “commission exemption” from overtime. The case is Peabody v. Time Warner Cable, Inc.

Action Required:  Review current pay practices for exempt commissioned employees to determine compliance with the ruling and contact your Human Resource Business Partner as needed for assistance.