The California Civil Rights Department (CRD) has announced that employers may request an extension to a new requirement to submit a separate pay data report on workers hired through labor contractors. The request must be submitted by May 10, 2023.

The City of Los Angeles has enacted an ordinance that will require large employers in the retail sector to follow certain scheduling practices. The ordinance takes effect April 1, 2023.

Berkeley, CA has enacted an ordinance that will require employers in certain industries to follow specific scheduling practices beginning Jan. 1, 2024.

We want to let you know that the California Division of Occupational Safety and Health (Cal/OSHA) has approved COVID-19 Prevention Non-Emergency Regulations (NER) to replace Emergency Temporary Standards (ETS).  On Feb. 3, 2023, the Office of Administrative Law (OAL) approved the new COVID-19 prevention regulations, which means that these new regulations are in effect as of Feb. 3, 2023, and will remain in effect for the next two years.

We want to let you know about how San Francisco has enacted an ordinance that will require employers with 100 or more employees to provide supplemental pay for military leave.

Mountain View, California has adopted a Wage Theft Ordinance.  

The California Department of Industrial Relations (DIR) has updated its frequently asked questions (FAQs) to address expanded requirements for employers to disclose the pay scale for open positions.

Throughout 2022, California enacted several pieces of legislation and made other changes that will impact employers beginning Jan. 1, 2023. Here’s a recap of some of the changes.

California has enacted legislation (Senate Bill 523) that will prohibit employers with five or more employees from discriminating against applicants and employees because of their reproductive health decision making. This change takes effect Jan. 1, 2023.

California has enacted legislation (Senate Bill 1044) that will prohibit, with limited exceptions, an employer from taking adverse action against an employee for refusing to report to, or leaving, work during emergency conditions. Senate Bill 1044 takes effect Jan. 1, 2023.