By Rabbie Mojaddidi | Published January 19, 2023 | Posted in Uncategorized | Comments Off on Summary of Cal/OSHA’s Non-Emergency COVID-19 Prevention Regulations
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⟩ Summary of Cal/OSHA’s Non-Emergency COVID-19 Prevention Regulations
On December 31, 2022, the Cal/OSHA Emergency Temporary Standards (“ETS”), expired after being in place since November 2020. On December 15, 2022, the California Occupational Safety & Health Standards (“Cal/OSHA”) Board voted to adopt non-emergency COVID-19 regulations to replace the ETS. The new regulations are set to take effect sometime this month (January 2023), once the Office Read More
Read MoreCalifornia Supreme Court Says Meal/Rest Break Premiums Constitute “Wages”
In a much anticipated ruling, on May 23, 2022, the California Supreme Court issued its decision in Naranjo et al. v. Spectrum Security Services, Inc. Previously, the Court of Appeal held that unpaid premium payments for meal period violations did not entitle employees to additional penalties for either inaccurate wage statements or failure to timely pay wages Read More
Read MoreCal/OSHA Approves the Third Readoption of the Cal/OSHA Emergency Temporary Standards
On April 21, 2022, Cal/OSHA’s Standards Board voted to approve the Third Readoption of the Cal/OSHA COVID-19 Emergency Temporary Standards (“ETS”). The Third Readoption makes some changes to the ETS previously in effect. Some of the more significant changes include: Key Definition Changes Some of the key definitions of terms used throughout the ETS have Read More
Read MoreNo More Forced Arbitration of Sexual Assault and Sexual Harassment Claims
On March 3, 2022, President Biden signed into law the “Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021” (also known as H.R. 4445). H.R. 4445 amends the Federal Arbitration Act (“FAA”) to prohibit employers from entering into pre-dispute arbitration agreements for claims alleging sexual assault or sexual harassment. It also prohibits Read More
Read More2022 COVID-19 Supplemental Paid Sick Leave Poster And FAQs Now Available
As we mentioned in our most recent blog , the 2022 COVID-19 Supplemental Paid Sick Leave went into effect on February 19, 2022 for California employers with more than 25 employees. The California DLSE just released the required 2022 COVID-19 Supplemental Paid Sick Leave Poster which should be in all workplaces and emailed to remote workers. Read More
Read MoreCalifornia Brings Back COVID-19 Supplemental Paid Sick Leave
Governor Newsom signed Senate Bill 114 on February 9, 2022, resurrecting COVID-19 Supplemental Paid Sick Leave for 2022 (“SPSL 2022”). The new law will be effective on Saturday, February 19, 2022 (10 days after its enactment), but may require payments retroactive to the beginning of 2022 as explained below. The highlights of SPSL 2022 are Read More
Read MoreYou May Have Just Updated Your IIPP’s, BUT the CDPH Just Updated COVID-19 Guidance
As the COVID-19 Omicron variant spreads rapidly, the California Department of Public Health (“CDPH”), on December 30, 2021, updated its isolation and quarantine guidance to align closely to the recently updated Centers for Disease Control and Prevention’s (“CDC”) guidance. CDPH recognizes the new 5-day protocols, however, for individuals who test positive for COVID-19, regardless of vaccination Read More
Read MoreUPDATE: California’s AB 51 and Mandatory Arbitration Agreements
California Assembly Bill 51 Signed into law by Governor Newsom on October 10, 2019, California Assembly Bill 51 (“AB 51”) subjects employers to criminal misdemeanor charges, as well as civil sanctions, for mandating arbitration agreements of certain claims in employment contracts. Under AB 51, which added Section 432.6 to the California Labor Code, employees and job applicants cannot Read More
Read MoreWhat Documents Can Employees Request?
Three California Labor Code sections deal with employment document retention and production. They are as follows: Labor Code §§ 226, 432, and 1198.5. Labor Code § 432 Labor Code § 432 requires an employer to give to an employee any document relating to the obtaining or holding employment signed by the employee whenever requested by Read More
Read MoreRegular Rate of Pay Applies When Calculating Meal and Rest Period Penalties
Regular Rate of Pay Applies When Calculating Meal and Rest Period Penalties The California Supreme Court recently decided that calculation of the required one hour premium payment for missed, late or short meal and rest breaks must take into account all nondiscretionary payments, such as certain types of bonuses and shift premiums. Below we outline Read More
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