Fortunately this year, California Gov. Brown signed a number of Assembly and Senate bills into laws, with some of them becoming effective next year. As always, these laws would definitely make a lasting impact in shaping the facets of employment and labor in the State of California.
So here is the list of some of the notable employment and labor laws of California that employers should take note:
· Annual adjustment of the California’s minimum wage. Assembly Bill 10 was signed into law September 25, 2013 that would “increase the [state’s] minimum wage, on and after July 1, 2014, to not less than $9 per hour.” Another increase will happen “on and after January 1, 2016, to not less than $10 per hour.” These increases will apply to both nonexempt and exempt workers.
· Employment protections for victims of domestic violence. Senate Bill 400 was signed into law October 11, 2013 that would prohibit workplace discrimination against employees who have been victims of domestic violence, sexual harassment or stalking.
· State and local agencies no longer have to ask job applicants’ criminal history. Assembly Bill 218 was signed into law October 10, 2013 and will take effect July 1, 2014. In this law, any state or local agency is now prohibited from “asking an applicant to disclose information regarding a criminal conviction, except as specified, until the agency has determined the applicant meets the minimum employment qualifications for that position.”
· California bill of rights for domestic workers. Assembly Bill 241 was signed into law September 26, 2013 that would provide housekeepers, childcare providers, and caregivers with basic worker rights, including overtime wages, meal and rest breaks, and other labor protections.
These are just some of the newly-signed employment and labor laws in California. A Los Angeles employment lawyer, meanwhile, advises covered employers to make the necessary changes in their employment handbooks, as well as in their practices and policies, so that they comply with the new laws smoothly, without the risk of facing potential lawsuits in the near future.