On March 25, 2024, the California Supreme Court ruled that an employee’s time spent waiting in the employee’s personal vehicle on their employer’s premises while undergoing an employer-mandated exit procedure by a security guard, is considered compensable “hours worked” under Wage Order No. 16, section 2(J).
Assembly Bill 2751 was recently introduced to the California State Assembly and proposes to add a Section 1198.2 to the Labor Code that would prevent employers from contacting employees outside of working hours, with limited exceptions.
On February 16, 2024, the California State Senate introduced Senate Bill 1345 (“SB 1345”), which would make it an unlawful employment practice for an employer to take an adverse action against an applicant based on his or her criminal history. SB 1345 is currently pending review by the Senate Judiciary Committee.
On March 18, 2024, California’s Occupational Safety and Health Administration finally released a comprehensive model Workplace Violence Prevention Plan tailored for non-healthcare employers.
A recent lawsuit against Disneyland might show that for some of its employees, Disneyland is not the happiest place on earth. The lawsuit—a proposed class action lawsuit composed of over 100 current and former maintenance engineers—alleges several violations of California’s Labor Code.
A federal judge in Texas has enjoined a new rule by the National Labor Relations Board. The NLRB’s new rule would have made it easier for workers to be considered employees of more than one legal entity for labor-relations purposes, such as union organizing and collective bargaining efforts.
A California state judge has tentatively ruled that nearly 6,000 Black factory workers have grounds to sue Tesla Inc. for its alleged failure to address racial discrimination and harassment at its plant in Fremont, California.
As you may already know, California law requires private employers with 100 or more payroll employees to file an annual Payroll Employee Report. The California Civil Rights Department has recently implemented several key changes to this year’s reporting requirements—and State issued templates for reporting the same. Therefore, employers should understand these changes before initiating the data collection process and submitting a Pay Data Report, which is due on May 8, 2024.
California’s Fair Employment and Housing Act makes it unlawful for employers to discriminate against workers who test positive for cannabis in certain types of drug tests and to inquire about their off-duty cannabis use.
California employers are required to display their annual summary of work-related injuries and illnesses for 2023 in a visible and easily accessible area at each worksite by February 1, 2024.