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California & Local Labor Law Updates 2024: A Compliance Guide for Employers

Picture this: you’re going about your usual business day when an employee approaches you with a question after viewing California employment law posters. They’re curious about a new policy they heard of. Fumbling for an answer, you realize you’re clueless about it.

Needless to say, any situation where an employer feels caught off guard can’t be good! If only you were familiar with the contents of the 2024 California labor law poster.

It’s imperative to keep up with relevant labor law updates to run your business successfully in California. Displaying California labor law posters 2024 strategically will not only help you skip fines and legal issues, you’ll also cater to the bigger picture – retaining your employees’ trust.

Ignorance about California labor law posters, on the other hand, could land you in hot soup – fines from the government and/or resentful employees filing lawsuits.

Fortunately, you need not worry. Best Labor Law Posters has your back. If you need helpful information or the latest labor law posters in California, do check out the free resources available on our website.
Read on to find out more about making compliance in California a stress-free process.

Navigating the Landscape of Change: A Recap of 2024 Updates

Over the last few months, California has introduced several new employment laws. Governor Newsom enacted some major changes that directly affect California employers. These include minimum wage adjustment, extension of paid sick leave, facilitation of reproductive loss leaves, and more. Your 2024 California labor law poster needs to reflect all of these.

  1. Expansion of Paid Sick Leave

    Thanks to an amendment to California’s Healthy Workplaces, Healthy Families Act of 2014, Senate Bill (SB) 616 has been able to increase the amount of paid sick leave for California workers.

    Earlier, employees could avail of three days or 24 hours of paid sick leave. Further, it had to be either given upfront or accumulated at a certain rate.

    However, as of January 1, 2024, California employees can get five days or 40 hours of paid sick leave per year. Besides this, accrual has now been limited to 10 days or 80 hours.

    No accruals or carryovers are needed if employers decide to provide upfront five days or 40 hours of paid sick leave annually. Make sure your California labor law posters 2024 have this information.

  2. Minimum Wage Adjustments

    Another update rolled out on January 1, 2024, saw a statewide increase of the minimum wage to $16 per hour. The minimum exempt salary has also been raised to $66,560.

    Of course, different localities have their own minimum wage requirements, which tend to exceed the state’s specifications. Moreover, certain industries like healthcare and fast food establishments are also likely to witness a rise in minimum wage rates over the year.

    As a California employer, you must make sure to display updated 2024 California labor law posters at your workplace. You can easily get them at Best Labor Law Posters.

  3. Workplace Safety and Violence Prevention

    SB 553 was implemented on July 1st, 2024, and instructs employers to create and maintain an efficient workplace violence prevention program.

    The strategy entails training of workers and maintenance of records concerning workplace violence matters. This directive applies to almost every employer in California.

  4. Arbitration Rulings and Laws Barring Proceedings

    SB 365 changes the way appeals are made with regard to motions for arbitration. It does away with the automatic stay in trial court proceedings on appeal.

    Courts can now decide if they should halt proceedings while an arbitration appeal is being heard. There may be legal challenges against this law on the grounds of its compatibility with the Federal Arbitration Act.

  5. Prosecution for Labor Code Violations

    Local district attorneys can now institute civil or criminal cases against employers for violating California labor laws within their jurisdictions. Furthermore, it renders void all agreements between employees and employers that incorrectly try to limit representative actions or enforce mandatory private arbitration.

  6. Retaliation Protections and Presumptions

    SB 497, also referred to as “Equal Pay and Anti-Retaliation Act,” establishes a rebuttable presumption of retaliation whenever an employee is disciplined or terminated within three months of engaging in protected activity. In case of a violation, the employer will be liable to pay up to $10,000 per employee.

  7. Reproductive Loss Leave

    Your California employment law posters should clearly mention SB 848, which mandates that employers offer up to five days of leave following a “reproductive loss event,” including miscarriages and failed adoptions. Employees can take this leave non-consecutively and may use accrued sick leave or paid time off. The law also prohibits retaliation against employees utilizing this leave.

  8. Noncompete Agreement Restrictions

    SB 699 clarifies that noncompetition agreements are prohibited whether signed then or wherever else. There may also be potential liability for civil violations by employers who enter into or enforce unenforceable non-compete agreements. In addition, Assembly Bill (AB) 1076 mandates that employers inform current and former employees that all related clauses and agreements are null and void. This was to be furnished in writing by February 14, 2024.

  9. Emergency Declaration Information

    AB 636 expands wage theft notices to include information about federal or state emergency or disaster declarations affecting employee health and safety. Employers must update their notices accordingly.

  10. Cannabis Use Protections

    AB 2188 amends the California Fair Employment and Housing Act to make it illegal for employers to discriminate against employees or job applicants based on their use of cannabis while off duty. However, this should not be taken to mean that employees can smoke marijuana at work. This means that workers should know the policies on cannabis use in place in their workplaces.

    All these changes are bound to have far-reaching implications for California employers, who must comprehend them immediately to comply with them legally.

Local Variations: A Patchwork of Regulations

Due to local variations, California labor laws might seem intricate, with certain cities or counties setting requirements beyond what is stipulated by the state. These may entail different minimum pay rates, paid sick leave entitlements, or even employee safety standards.

Businesses must, therefore, check specific labor laws for a given jurisdiction via official government websites just so that they can fully comply.

In complex cases, it may be helpful to consult a professional experienced in handling employment disputes, and interpreting and applying these rules effectively.

In other words, it’s best to stay compliant and prioritize legal adherence via California and federal labor law posters to maintain a sound workplace environment.

Proactive Compliance: A Guide to Staying Ahead of the Curve

California labor laws are never constant. The only way to safeguard your business and employees is through proactive compliance. Here are a few tips to ensure this.

  1. Poster Power: The First Line of Defense

    An important step in ensuring compliance is displaying up-to-date California labor law posters prominently at your workplace. These posters can serve as the first line of defense against compliance violations. Your employees will be fully aware of the rights and protections put in place for them under California labor law.

    Your California employment law posters should have a clear and concise design for easy readability. The layout must be clutter-free and the relevant language(s) should be used for the contents to be understood by every employee.

    Best Labor Law Posters has years of experience in creating compliant California and federal labor law posters. Make the most of our easy ordering process and quick delivery, ensuring swift compliance.

  2. Poster Power: The First Line of Defense

    Employees value employers who communicate transparently, especially about changes in labor laws and related company policies. Providing employees with regular and clear updates will help them understand their rights and responsibilities, while enabling compliance.

    Publishing California labor law posters at your workplace can be highly effective. Alongside this, you may train employees about California labor law. This knowledge will help them make sense of complex workplace regulations and follow them confidently.

  3. Staying Informed, Staying Compliant

    To stay ahead of legislative changes and ensure ongoing compliance, visit the Best Labor Law Posters website and make the most of our free resources. This way, you can stay on top of compliance updates and get expert insights. You can also sign up on relevant websites to stay empowered in your compliance journey.

Conclusion

These extensive new employment laws necessitate thorough review and adjustment of relevant policies and practices to ensure compliance. Employers must also begin preparing workplace violence prevention plans to meet the July 1, 2024 deadline.

Equipped with years of experience, Best Labor Law Posters assists companies nationwide in adhering to poster regulations set by the U.S. Department of Labor. Specializing in custom designs tailored to specific business needs, we ensure all labor law information is up-to-date and easily accessible. Contact us at +1 (919)-295-3137 or fill out our secure online form for personalized assistance.