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Legislative Updates from Susie Couture
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Legislative chair Susie Couture presents updates on active employment law legislations:

We are in a new world right now with a focus on COVID-19 Advocacy Efforts.  As the August 31st deadline approaches for the California Legislature to pass bills, there are a number of significant employment bills, including many dealing with COVID-19 issues, being considered. These include bills that would:

  • Expand the CFRA to apply to employers with five or more employees and expand the family members for whom leave could be taken due to a serious medical condition (SB 1383);
  • Expand workers’ compensation coverage, including to presume employees who contract COVID-19 are covered (AB 664/SB 1159/AB 196);
  • Amend AB 5, including expanding the exempted professional services and industries (AB 2257);
  • Require employers to notify public agencies and co-workers following a COVID-19 exposure (AB 685);
  • Require larger employers to annually submit “pay data reports” to the DFEH (SB 973);
  • Require California corporations to have directors from “underrepresented communities” (AB 979);
  • Require employers provide 10 days of bereavement leave (AB 2999);
  • Add human resources professionals and supervisors to the list of “mandated reporters” for child abuse purposes (AB 1963);
  • Extend for an additional year the “employment” exemptions from the California Consumer Privacy Act (AB 1281);
  • Expedite the process for the DIR to approve “work sharing plans” submitted by employers in lieu to layoffs (AB 1731);
  • Impose new notice requirements for H2-A employers related to emergency or disaster declarations (SB 1102).
  • On August 8th, President Trump signed a series of Executive orders to provide financial relief to employees and those who lost their jobs due to the COVID-19 pandemic.  Payroll providers are waiting for guidance from the government agencies on clarifying language on how to implement.  


Legislative chair Susie Couture presents updates on active employment law legislations:

  • California's extended compliance deadline for new harassment training requirements from January 1, 2020 to January 1, 2021
  • Background regarding new harassment training requirements
  • What this all means for employers and human resources professionals

This legislative change means extra time to conduct harassment training and clarifies that there is no duty to train the same supervisors in both 2018 and 2019.


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