Mid-Year Labor Law Changes in California: A Comprehensive Overview
California's dynamic labor landscape frequently undergoes updates to reflect the state's commitment to worker protection and fair employment practices. Mid-year changes are particularly critical as they often address pressing issues that arise within the first half of the year. This article delves into the significant mid-year labor law changes in California for 2024, providing essential information for both employers and employees to stay compliant and informed.
Minimum Wage Adjustments (SB 3)
Effective July 1, 2024, California has implemented mid-year adjustments to the minimum wage, impacting various cities and counties with their local ordinances. For example:
Alameda: $17.00 per hour
Berkeley: $18.67 per hour
Emeryville: $19.36 per hour
Fremont: $17.30 per hour
Los Angeles City: $17.28 per hour
Los Angeles County (unincorporated areas): $17.27 per hour
Malibu: $17.27 per hour
Milpitas: $17.70 per hour
Pasadena: $17.50 per hour
San Francisco: $18.67 per hour
Santa Monica: $17.27 per hour
These adjustments are part of the state's effort to ensure wages keep pace with the rising cost of living.
Visit California’s Department of Industrial Relations Minimum Wage for more information.
Workplace Violence Prevention (SB 553)
California’s Workplace Violence Prevention Plan goes into effect on July 1, 2024. Implemented by the California Occupational Safety and Health Administration (Cal/OSHA), this comprehensive plan aims to safeguard employees from the growing threat of workplace violence through a proactive and systematic approach.
Understanding Workplace Violence
Workplace violence is any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site. It ranges from verbal abuse to physical assaults and even homicide. Recognizing the multifaceted nature of this issue, California's plan addresses all potential sources of workplace violence, including customers, coworkers, and external threats.
Key Components of the Plan
Risk Assessment: The cornerstone of the plan is a thorough risk assessment. Employers are required to identify and evaluate potential workplace violence hazards. This involves analyzing past incidents, surveying employees, and examining the physical work environment for risk factors.
Prevention Strategies: Based on the risk assessment, employers must develop and implement prevention strategies. These strategies may include:
Environmental Design: Enhancing physical security measures such as improved lighting, controlled access points, and surveillance systems.
Administrative Controls: Establishing policies and procedures for reporting and responding to violent incidents, and ensuring these policies are well-communicated to all employees.
Training Programs: Conducting regular training sessions to educate employees on recognizing warning signs of violence, de-escalation techniques, and appropriate responses to violent situations.
Incident Reporting and Response: A clear and effective incident reporting system is crucial. Employees should be encouraged to report any violent incidents or threats without fear of retaliation. Employers must investigate reported incidents promptly and take appropriate corrective actions to prevent recurrence.
Post-Incident Procedures: Supporting employees after a violent incident is essential. This includes providing medical care, psychological support, and facilitating a return-to-work plan if necessary. Employers must also review and revise their prevention strategies based on the incident analysis.
Continuous Improvement: The plan emphasizes the importance of continuous monitoring and improvement. Employers are required to regularly review their workplace violence prevention programs, incorporating feedback from employees and adapting to new risks as they emerge.
Compliance and Enforcement
Cal/OSHA actively enforces compliance with the Workplace Violence Prevention Plan. Non-compliance can result in citations and fines, which underscores the importance of adherence to these regulations. However, the primary goal is to foster a safer and more supportive work environment, reducing the incidence of workplace violence and its associated costs.
California's Workplace Violence Prevention Plan reflects a commitment to employee safety and well-being. By mandating comprehensive risk assessments, preventive measures, effective response protocols, and continuous improvement, the plan seeks to mitigate the risks of workplace violence and ensure a secure working environment for all. This proactive approach not only protects employees but also promotes a culture of safety and respect in the workplace.
For more information, visit Cal/OSHA Workplace Violence Prevention for General Industry.
California Labor Laws Effective January 2024: A Brief Review
In addition to the mid-year Labor Law changes, here is an overview of the key changes that went into effect earlier this year.
Expanded Sick Leave Provisions (SB 616).
Increased Accrual Rates: Employees can now accrue sick leave at a rate of 1 hour for every 25 hours worked, an increase from the previous 1 hour for every 30 hours.
Extended Usage Cap: The annual usage cap for paid sick leave has been raised from 24 hours (or 3 days) to 40 hours (or 5 days).
Reproductive Loss Leave (SB 848). This new law grants employees up to five days of unpaid leave following events such as miscarriage, stillbirth, or failed adoption, providing essential time for recovery and support.
Enhanced Anti-Discrimination Protections
Cannabis Use Protections (AB 2188 and SB 700): Employers can no longer discriminate against employees or job applicants for off-duty cannabis use or based on drug tests detecting non-psychoactive cannabis metabolites. However, employers can still enforce drug-free workplace policies and conduct valid impairment tests.
Protections for Hair and Hairstyles: Building on the CROWN Act, which prohibits discrimination based on natural hair and hairstyles associated with race, further clarifications have been made to ensure these protections are widely understood and enforced.
Gender Identity and Expression: Strengthened protections for employees regarding gender identity and expression, including clear guidelines for employers on accommodating non-binary and transgender employees.
Noncompete Agreements (SB 699 and AB 1076). These laws strengthen California's stance against noncompete agreements, declaring them void regardless of where they were signed. Employers were instructed to notify current and former employees by February 14, 2024, that such agreements were unenforceable.
Wage Theft Prevention Notice (AB 636). The Wage Theft Prevention Notice now includes information about any federal or state-declared emergency or disaster that may affect employee health and safety, issued within 30 days prior to the employee's start date. Find the updated notice HERE.
COVID Requirements (AB 2693 and AB 1751). COVID reporting requirements and COVID workers’ compensation expired as of January 1, 2024.
Conclusion
The mid-year labor law changes in California reflect the state’s proactive approach to addressing emerging workplace issues and enhancing protections for workers. Employers must stay informed about these changes and take necessary steps to comply with the new regulations. For employees, these updates represent significant advancements in workers' rights, offering greater security, fairness, and support in the workplace.
By understanding and adapting to these mid-year changes, both employers and employees can navigate California’s evolving labor landscape effectively and collaboratively, fostering a more equitable and safe working environment.
Need help navigating these mid-year changes? Let’s talk. People415 can help.