On January 9, 2024, the California Department of Public Health issued a new State Public Health Officer Order for COVID-19 Disease Control and Prevention. In response to this updated public health guidance, Cal/OSHA has revised its policies concerning isolating and testing requirements for employers.
The California Civil Rights Department (“CRD”) recently filed a first-of-its-kind lawsuit against grocery mega store Ralphs Grocery Company (“Ralphs”) over alleged violations of California’s Fair Chance Act. The CRD asserts that Ralphs has unlawfully screened out numerous job applicants across Southern California based on their criminal history, in contravention of California’s Fair Chance Act.
While it appears that numerous COVID-19 regulations and restrictions are expiring as we enter 2024, California employers still have compliance obligations to fulfill. Although California’s statutory COVID-19 regulations will come to an end this year, other COVID-19 regulations, such as Cal/OSHA’s requirements, will remain in effect until February 2025.
California recently passed two laws – SB 699 and AB 1076 – that impact non-compete agreements. Both laws will take effect on January 1, 2024.
On October 11, 2023, Governor Gavin Newsom signed SB 848, which takes effect on January 1, 2024. SB 848 grants leaves of absence for reproductive-related losses and deems it an unlawful employment practice for employers to deny an eligible employee’s request for up to five (5) days of leave following a reproductive loss event.
On October 4, 2023, Governor Gavin Newsom signed SB 616, amending California’s Paid Sick Leave Laws, with the changes set to take effect on January 1, 2024.