The 2024 legislative session has ended, with hundreds of bills being signed into law. These new laws cover a broad spectrum of issues, including labor and employment, and are set to have a significant impact on California businesses in 2025. Furthermore, several noteworthy mid-year changes in 2024 have reshaped the employment law landscape.
California's recent workplace violence prevention standards require nearly all non-health care employers to take proactive steps to prevent violence, train employees, and follow strict post-incident protocols. Annual reviews and training are mandatory—is your 2025 plan ready?
Knowing what to expect when your employee is expecting can help you be prepared for the legal issues that may arise and ensure a positive experience for both your employee and the company.
This webinar will guide you through the rules that apply to your California employees when they are pregnant and need accommodations and/or leave, as well as when they request time off for child-bonding, and is designed to help you confidently and effectively manage those accommodation and leave requests.
While providing sick leave in California is mandatory, offering other forms of paid time – such as vacation time and personal time – is not required. Still, employers often ask whether there are rules they must follow when offering these additional forms of time off as job benefits. And for those employers choosing to combine vacation time, mandatory sick time and personal time into a single bank of days for employees to use at their discretion (often referred to as PTO), what should they consider?
