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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As we have previously reported, San Diego has passed an Implementing Ordinance, which amends the current San Diego sick leave law.   Our Sick Leave Toolkit has been updated based on the Implementing ordinance.

Voters in the city of San Diego supported a ballot measure that imposes a citywide minimum wage and also requires employers to provide paid sick leave.  The ordinance is now in effect while an implementing ordinance (“IO”) amending the sick leave requirements remains pending. While the IO requires a second read before it is effective, the City Council has set July 11, 2016 as the effective date for employers to comply with the ordinance’s original requirements. This communication summarizes the current ordinance and highlights changes and clarification provided by the IO.

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 updates reflect new sample policies for Los Angeles, CA and San Diego, CA.

San Francisco, California requires that employers must post the Minimum Wage Poster at each workplace or jobsite as of July 1, 2016.

California has amended Section 6404.5 of its Labor Code to expand its prohibition on the smoking of tobacco products in a place of employment.  In addition to bringing owner-operated businesses into the gambit of environments in which smoking is prohibited, the law eliminates most of the exemptions that permitted smoking in certain work environments, such as hotel lobbies, bars and taverns, banquet rooms, warehouse facilities, and employee break rooms.

This ordinance passed following a referendum vote on June 7, and will go into effect immediately following certification of the election results.  The certification process will likely conclude in mid-July 2016.

Our Sick Leave Toolkit, which includes Frequently Asked Questions (FAQs) and model sick leave policies for jurisdictions with sick leave laws, has been updated to reflect the new requirements in Minneapolis, Santa Monica, Los Angeles and Vermont.

In an unprecedented opinion, a California Court of Appeal has held that an employer has a duty to reasonably accommodate an applicant or employee who is associated with a disabled person who needs the employee’s assistance.