A slew of new laws and regulations sprang up in California this year, so employers need to pay careful attention to the changes to remain compliant.
Here are summaries of some of SHRM Online's most significant and popular California law articles from 2023.
California Increases Number of Paid Sick Days
California enacted a law that guarantees employees five paid sick days per year, up from three days previously. Full-time, part-time and temporary workers are eligible for paid sick leave if they worked for the same employer for at least 30 days within a year in California and completed a 90-day employment period before taking any paid sick leave.
California also enacted a law requiring employers to provide five days of paid leave for reproductive loss events, which include miscarriage, stillbirth, failed adoption, failed surrogacy or an unsuccessful assisted reproduction.
(SHRM Online and SHRM Online)
California Releases Guidance on Pay Transparency Law
On Jan. 1, California's new pay transparency law requiring pay scales in job openings went into effect. The state labor commissioner's office updated its Frequently Asked Questions on a few key elements of this law. It clarified that the pay scale must be included in the job posting if the position may ever be filled in California, either in-person or remotely.
California Raises Minimum Wage
Employers must prepare for a minimum wage increase, as the state announced a $16.00 hourly minimum wage for all employers effective Jan. 1, 2024. California law mandates that the minimum wage be increased when certain inflation-related events occur.
In a separate law, the state set a $20 minimum wage for fast-food workers, starting on April 1, 2024.
New California Background Check Requirements Take Effect
The California Fair Chance Act prohibits employers from asking about an applicant's criminal history until after a conditional offer of employment has been made to the applicant. Under new regulations that took effect Oct. 1, the term "employer" includes entities evaluating an applicant's criminal history on behalf of an employer, staffing agencies, and entities obtaining workers from a pool or availability list.
Employers cannot include statements in job advertisements, postings, applications or other materials that people with a criminal history will not be considered for hire.
California Enacts Law to Prevent Workplace Violence
California enacted a new law to require employers to adopt workplace violence prevention plans, maintain records of any threats or incidents of workplace violence, and provide effective training to workers on workplace violence.
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