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Governor Newsom signed dozens of bills, including protections for whistleblowers and employer speech rights, many of which will take effect on January 1, 2025. We’ve highlighted some of the big changes below so you can begin preparing for their implementation date. We also invite you to join our webinar on December 4, 2024, at 10:00 a.m. PST for more details.

We are in the last month of the year, and CEA advisors are receiving an increase in calls with questions regarding holiday, vacation, and sick time pay. In some cases, our members are making sure their current policies comply with state law, while others are looking ahead and planning changes to their policies for 2024. Here are a few things to keep in mind as time off requests begin to trickle in.

While the end of the year is full of excitement with holidays, at CEA this time of year buzzes with “labor law update excitement,” as new bills and rules flood in for California employers. 2024 brings some big changes for California employers, with paid sick leave taking the cake! Read on for some highlights and don’t forget to register for our 2024 Labor Law Update, where we will cover everything for you in much more detail!

School is back in session! When class begins, so do school activities that your employees may need to attend, including parent-teacher conferences, back-to-school nights, open houses, plays, award ceremonies, etc. When your employees request time off to attend these events in California, there are two school-related leaves that you should know about as an employer.

School's out…for the summer! As the weather warms up, people begin thinking more about vacations. The summer months are also a time when many industries experience an increase in work. Many employers may find themselves trying to balance staffing demands and their employees’ need to take time away to recharge their batteries. Now is a good time to review your employee handbook to see if your policies and procedures around paid time off are clear and easy to understand, by both your employees and your management team.  

We’re in the last quarter of the year, and CEA advisors are receiving an increase in calls with questions regarding holiday, vacation and sick time pay. In some cases, our members are making sure their current policies comply with state law, while others are looking ahead and planning changes to their policies for 2023. Here are a few things to keep in mind as time off requests begin to trickle in.

 Effective September 19, 2020, AB 1867 adds Labor Codes 248 and 248.1 and requires California employers with 500 or more employees nationwide, and public or private entities that employ health care providers or emergency responders to provide supplemental paid sick leave for COVID-19 related reasons until December 31, 2020. This law also requires a new posting be provided to employees by large employers.

Last evening, the federal government approved the Families First Coronavirus Response Act. The new law takes effect "no later than" 15 days from the date of its enactment which is April 1 and ends on December 31, 2020.