The California Supreme Court has denied review of a lower court ruling finding that employers have a duty to reasonably accommodate an applicant or employee who is associated with a disabled person who needs the employee’s assistance. 

This report is to provide a summary of some of the major laws that may impact your operations and help you plan and prepare for these new compliance challenges. It is part of our broader commitment to help clients meet their compliance obligations. The laws covered in this report are effective January 1, 2017 unless otherwise noted. 

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The City of San Diego’s Earned Sick Leave and Minimum Wage Ordinance went into effect on July 11, 2016. Effective this month, employers must post two new notices in the workplace and give employees and new hires a notice containing certain employer information. Failure to comply with these requirements may result in significant civil penalties.

Pursuant to California Senate Bill No. 501, the local minimum hourly wage in effect at the time earnings are payable must be used to calculate a creditor garnishment if the judgement debtor works in a location where the local minimum hourly wage is greater than the state minimum hourly wage.  Affected employees will need a Wage Entity code. 

As we have previously reported, San Diego has passed an Implementing Ordinance, which amends the current San Diego sick leave law. Our Sick Leave Toolkit has been updated based on the Implementing ordinance.

Our sick leave toolkit which includes Frequently Asked Questions (FAQs) and model sick leave policies for jurisdictions with sick leave laws has been updated. The updates reflect new sample policies for Los Angeles, CA and San Diego, CA.