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AB broadens the categories that employers cannot restrict employees from disclosing. AB amends Code of Civil Procedure Section and prohibits settlement agreements filed in a civil action or a complaint in an administrative action from preventing the disclosure of factual information related to the claim.

This applies to claims for sexual harassment, as well as workplace harassment, discrimination, or retaliation based on any other protected characteristic under California law. AB builds on the laws passed in from the metoo movement, which prohibited employers from preventing employees or former employees from discussing claims and facts related to sexual harassment in the workplace. AB broadens this prohibition to apply to any type of workplace harassment or discrimination. Employers providing an employee or former employee a severance agreement must also notify the employee that they have a right to consult an attorney regarding the severance agreement.

Employers must provide employees with at least five days consider severance agreements. For separation and severance agreements, the new law requires employers to notify the employee that they have at least five days to consider the agreement. The employee may sign the agreement prior to the expiration of this five-day period. Employer should review and potentially update employment documents, which may include the following types of employment-related documents:.

California employers are not required to provide employees time off for holidays. There is no requirement that California employers provide time off except for religious accommodations — see below for holidays.

Hours worked on holidays, Saturdays, and Sundays are treated like hours worked on any other day of the week. California law does not require that an employer provide its employees with paid holidays, that it closes its business on any holiday, or that employees be given the day off for any particular holiday.

California employers are not required to pay for time off for holidays, nor are they required to pay additional wages if employees work on holidays. Employers can voluntarily agree to pay employees extra pay for work that is required during holidays, but these terms would be governed by policy set forth by the employer. Therefore, employers are urged to make sure their holiday pay policies are clearly set forth.

Employers must provide reasonable accommodations for employees who cannot work on certain holidays due to religious observances. Employers need to be aware of any religious observances of their employees since employers need to provide reasonable accommodations for employees due to religious reasons. If an employer pays for time off during holidays, the employer does not have to allow employees to accrue holiday paid time off. If an employer pays for time off during certain holidays, if an employee leaves employment before the holiday arrives, the employer is not required to pay the employee for the day off.

Often employers will also require employees to work the days leading up to and following the holiday in order be eligible for the holiday pay. If a pay day falls on certain holidays, and the employer is closed, the employer may process payroll on the next business day.

If an employer is closed on holidays listed in the California Government Code, then the employer may pay wages on the next business day. The holidays listed in the Government Code section are as follows:. The new law modifies and updates AB which became effective on January 1, see our post discussing AB here. The new law is a reminder for employers that while business begin to reopen and employees return to work, employers must remain diligent in regard to these ongoing COVID regulations in California.

Here are five key aspects of AB employers need to review:. Employers must notify employees 1 who had a potential exposure and 2 employees who had close contact within one business day. The notice must be in a form that is usually used to communicate with employees, and can be by personal delivery, email, or text message as long as the notice is reasonably believed to be received by the employee within one business day of delivery.

The notice must be in both English and in the language understood by a majority of employees. Employer must also provide information to all employees who were on the premises at the same worksite as the qualifying individual within the infectious period with information regarding COVIDrelated benefits available under federal, state, and local laws. This information would include workers compensation benefits, options for exposed employees, including COVIDrelated leave, company sick lease, state-mandated leave, supplemental sick leave, or negotiated leave provisions.

This notice must also set forth antiretaliation and antidiscrimination protections for the employee. Notice to employees must also include the cleaning and disinfection plan of the employer. The new law clarifies that the obligation of employers notify employees of cleaning and disinfection plan only applies to employees who were on the premises at the same worksite as the qualifying individual within the infectious period, and employers of subcontractor employees.

The prior law required this notification for all employees, regardless if they were on site, or potentially exposed. AB changes the deadline to notify the local public health agency of outbreaks. Under the prior law, AB , employers only had 48 hours to report outbreaks to the local public health agency. As previously provided under the old law, AB , the new law in AB continued to adopt the standard that at a multiworksite location, the employer only needs to notify employees who were at the same worksite as the qualified individual.

My firm is hosting a webinar on Wednesday, November 17, from 10 to 11 a. PT discussing this and other new laws facing California employers in Registration for the webinar is here. While this may give employers some additional time to comply with the ETS, how much time, if any at all, is unknown at this point. Employer obligations begin on December 5, Employees who have not received all necessary shots to be vaccinated must be tested on at least a weekly basis.

Should an employee test positive, they will need to be removed from the workplace. All unvaccinated employees are required to wear face masks in the workplace. OSHA also explains that employers do not need to pay the employee if they obtain the vaccination outside of work hours.

The four hours of paid time that employers must provide for time off to receive the vaccination cannot be offset by any other leave that the employee has accrued, such as sick leave or vacation leave. Employers are required to pay for time off to recover from vaccine side effects. If an employee experiences side effects after receiving the vaccination, the employer must pay employees for time off work. The reasonable time and paid sick leave that employers are required to pay employees to recover from side effects is in addition to four hours of paid time to receive each primary vaccination dose also required by the standard.

For purposes of time off due to side effects of receiving the vaccine, employers can require employee to use accrued paid sick leave. To the extent employees do not have any accrued paid sick leave, employers cannot require employees to run a negative balance of accrued sick leave for these purposes. This requirement to pay employees does not apply retroactively for leave taken prior to December 5, However, other laws could require employers to pay for this testing — and California employers must approach this issue with caution.

Covered employers must provide each employee, in a language and at a literacy level the employee understands any policies and procedures the employer establishes to implement the ETS. This includes:. During a call with reporters on November 3, , a senior administration official stated :.

Thus, the standard preempts states, and political subdivisions of states, from adopting and enforcing workplace requirements relating to these issues, except under the authority of a federally approved state plan. Moreover, there is a patchwork of various county and city requirements for vaccine mandates for employers across California.

However, employers are cautioned to seek legal counsel before deciding not to comply with any requirement from the state of California or a local jurisdiction. For some suggestions on developing a mandatory vaccination policy, see our prior post here. Also, my firm will be conducting a webinar on new laws facing California employers in on Wednesday, November 17, Labor Code section requires that employers provide to employees semimonthly or at the time of each payment of wages, either as a detachable part of the check, or separately if wages are paid by personal check or cash, accurate itemized statements in writing.

Employers need to ensure compliance with the technical aspects of Labor Code section , and should audit this information on a regular basis, and should at least consider these five issues:. In Savea v. YRC Inc. Even though the employer prevailed in Savea , it is a good example of how closely the pay stubs will be examined in litigation, and even a minor technical error could create substantial liability. In addition, in a different case, Clarke v. First Transit, Inc. In addition, Labor Code section Employers must provide copies of pay stubs to employees upon written or oral request no later than 21 days from the date of the request.

See Labor Code section c. For more information about responding to records requests by current and former employees, see our prior article here. Employers should not rely upon their payroll company to retain copies of employee wage statements. First, the obligation falls on the employer do retain these, and many payroll companies do not necessarily save this information.

Second, if the employer changes payroll companies, it may be difficult to access the payroll information from the former payroll company. Payroll companies are quick to provide employers copies of payroll reports listed the totals paid for all employee for a given time period.

While these reports show the wages and deductions, the payroll reports are not a substitute for a copy of the wage statements. Employer must ensure that they saved, and have access to the wage statements provided to employees. There is no legal definition of what constitutes a write-up. However, this is not to say that employers can do away with formal employee reviews and write-ups, as these are still good practices to maintain and, if done properly, can show trends of how well the employee has performed over extended time periods.

If there is no record of a verbal warning, it is very difficult to prove later that the employee had been counseled about the issue. By preparing an e-mail and sending it to human resources or even if the manager creates an email to herself this creates a great time-stamped record that is excellent evidence should there ever be any litigation concerning a termination.

Some employers believe a write-up or documentation is not valid unless the employee signs the write-up, but this is not true. While it is a good policy to have some system to prove the employee was presented with the write-up, it is not required that the employee sign the document.

It is common that an employee will refuse to sign such documents because they do not agree with it, but this should not prevent the employer from documenting the discipline. To alleviate this issue, employers can provide a line on the document that states the employee does not agree with the write-up, but is signing the document only to acknowledge receipt. If the employee still refuses to sign the document, the manager administering the write-up should simply record on the bottom of the document that it was presented to the employee, the date, and that the employee refused to sign.

Another method to avoid the argument that the employee never received the written warning is to email the employee. This creates a great record of when the warning was prepared and sent to the employee, which will be hard for the employee to argue was never provided to them. While employers may choose to implement a progressive discipline policy that starts discipline with a verbal warning and progresses to a second or third written warning prior to termination.

If the employee is at-will, they can be terminated at any time, even after their first small infraction of a company policy. For more information about at-will employment, click here for our previous article. While write-ups and performance documentation should address the overall issue that the employee needs to improve, employers need to avoid general statements without providing specific examples.

A good practice is to use concrete examples in the performance review, such as:. Daha fazla bilgi edinin. Reklam Engelleme. AdGuard VPN. VPN nedir? Ebeveyn Denetimi. Neden AdGuard? Reklam engelleme. Windows Mac Android iOS. AdGuard ile Yandex. Son haberler. In November, when days are short and weather is cold, it might be hard to sustain a good mood. How DNS can widen the window to the "better Internet" without ads and trackers? Medyada AdGuard. Daha fazla bilgi edin.

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