California’s Department of Fair Employment and Housing (DFEH) has approved new regulations that expand the protections available for people who identify as transgender. The regulations also expand protections for gender identity and gender expression.

The California Court of Appeals has ruled that employees who are paid solely on a commission basis must receive separate compensation for rest breaks. What this means is that even if commission employees are paid advances or draws against future commissions, they must still be paid separate compensation for rest periods and non-productive time.   

As of March 13, 2017, certain San Jose, California employers must offer additional work hours to existing qualified employees before hiring new employees, subcontractors, or temporary staffing and must prominently post a notice informing employees of their rights under the Opportunity to Work Ordinance (Ordinance).  

Our sick leave toolkit, which includes Frequently Asked Questions (FAQs) and model sick leave policies for jurisdictions with sick leave laws, has been updated.

The California Supreme Court has denied review of a lower court ruling finding that employers have a duty to reasonably accommodate an applicant or employee who is associated with a disabled person who needs the employee’s assistance. 

This report is to provide a summary of some of the major laws that may impact your operations and to help you plan and prepare for these new compliance challenges. It is part of our broader commitment to helping clients meet their compliance obligations. The laws covered in this report are effective January 1, 2017 unless otherwise noted. 

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