What Are The New Employment Laws Implemented In California?

 

 

According to the U.S. Bureau of Labor Statistics, California has the highest number of employed people, approximately 18.4 million in the United States. In August 2022, the state added 19,900 new payroll jobs. Over the year, the total payroll jobs generated are 677,100. Due to this, the unemployment rate declined by 2.9% from 7%. 

As the employment rate is surging and will continue to do so, the California legislature has made a few significant amendments to the existing laws. These amendments came into effect on January 1, 2023. That’s why companies and employers need to revise their current employment policies and handbooks. 

But what employment laws are we exactly talking about? Let’s find out! 

 

 

Posting Pay Ranges and EEO Reporting Requirements- SB1162

The majority of companies nowadays rely on online job posting to attract prospective candidates and hire them. Due to this, the modified Labor Code section 432.3 and Government Code section 12999 requires employers to: 

 

  • Provide an estimated pay range (salary or hourly wage) on the job posted.
  • Annually report employee demographic and compensation information to CRD (California Civil Rights Department) (The due date of the first report is may 10, 2023. This report should be based on the 2022 pay data). 

 

Apart from this, employers must also provide existing employees with a pay range as and when requested. Failure to abide by these regulations can result in financial penalties. 

The amendment also requires employers to retain employee data for the entire duration of employment and three years after termination. 

 

  • Sick Leave- AB 1041 

 

According to the California Labor Code, it is an employer’s obligation to pay its employees earned wages. It includes but is not limited to, any work performed by the employee, payment of sick leave, vacation time, and overtime wages. 

In fact, as per the law, employees can also avail leave of up to 12 weeks off for the purpose of medical leave if any designated person gets sick. 

So, if the employer does not pay the wages for the said period, the employee can file a claim with the California state or the federal agency. Such cases often fall under the category of unpaid wages California, and a labor and employment law attorney can assist here. They can navigate the employee through the entire process and decide the best course of action to take.

 

  • Bereavement Leave- AB 1949

 

Last but not least, leave for bereavement is provided to the employees under the Government Code section 12945.7. According to this, employees can apply for five days of leave in case of the death of a qualifying family member. 

It includes spouses, parents, kids, grandparents, grandchildren, and parents-in-law. The employee can avail of this leave within three months of the family member’s death. However, it is not necessary to use these five days consecutively. 

It is also noteworthy that this leave is unpaid. But, if employees have any unused paid leave such as sick leave, vacation, or other paid time off, they can use it for this specific purpose. 

 

To Sum It All Up

These employment law amendments encourage transparency in company operations, particularly associated with employee wages and leaves. Compliance with these regulations is necessary to boost employee morale, provide appropriate wages and protect their rights.