Leave: - Bereavement (Assembly Bill 1949) will require employers with 5 or more employees to offer bereavement leave. - California Family Right Act & Paid Sick Leave (Assembly Bill 1041) will allow employees to use paid sick leave and California Family Rights Act Leave to care for a “designated person” - Emergency Conditions (Senate Bill 1044) will prohibit an employer from taking action against an employee for refusing to report to work during emergency conditions
Minimum Wage and Overtime: - California Min. Wage: The states minimum wage requirements will increase to $15.50 per hour for all employees. Several local jurisdictions in California will also increase their minimum wages on January 1st, 2023. Check your local jurisdictions for details. - Minimum Salary Requirements: The changes in the State’s minimum wage requirements also impacts the minimum salary requirements. For the states administrative, professional and executive exemptions from overtime, employers must pay a salary of at least $1240 per week in 2023.
Discrimination: - Hate Crimes: Assembly Bill 2282 will clarify the sate’s hate crime law as it pertains to the workplace. -Reproductive health decision making: Senate Bill 523 will prohibit employers with five or more employees from discriminating against applicants and employees because of their reproductive health decision making.
Pay Transparency and Pay Data reporting: - Senate Bill 1162 will amend the requirements for employers regarding pay transparency and pay data reporting.
Upon request, all employers must: - Provide an employee with the pay scale for their current position; and provide an applicant with the pay scale for the position for which they applied (previously provided upon request after an initial interview) -All employers must retain records of a job title and wage rate history for each employee. The records must be kept for the duration of the employment as well as 3 years after the end of employment. - An employer with 15 or more employees must include the pay scale for a position in any job posting.
* For more information or if you have any questions, please reach out to the FFHR team *
