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Legislative Updates from Susie Couture
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2020

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 and the Legislature is back in session! Albeit with some modified deadlines, including that all bills must pass the Legislature by Aug. 31, 2020. Read about these recently-introduced COVID-19 measures that would:

Expand California’s “family and medical leave” law (CFRA) to include all employers, regardless of size, and expand the family members for whom leave may be taken (AB 3216);
Expand California’s paid sick leave law both to allow usage for closures due to state emergencies and to also require employers provide ten paid sick days for “emergency leave: (AB 3216);
Amend Labor Code section 230.8 to expand the protected time-off related for employees affected by school/childcare closures (SB 1383);
Expand workers’ compensation coverage to include COVID-19 illness for first responders, critical workers and essential workers (AB 664/SB 1159/AB 196);
Expand California’s Paid Family Leave benefits to employees who need time off related to COVID19 purposes (SB 943);
Establish a “right of recall” for laid off employees from private employers (AB 3216); and
Impose new notice requirements for H2-A employers related to emergency or disaster declarations (SB 1102).

 

AB 5-Currently there are 36 bills to present amending language. We will keep you updated as information becomes available.

 

2019

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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