Legal Challenge to California Law Restricting Captive Audience Meetings
On December 31, 2024, just before the January 1, 2025 effective date of the California Worker Freedom from Employer Intimidation Act, two well-known and established California business groups filed a federal court challenge to the new law which prohibits employers from subjecting, or threatening to subject, employees to discharge, discrimination, retaliation, or other adverse action for declining to attend an employer-sponsored meeting or to participate in, receive, or listen to any communications with the employer or its agents or representatives, for the purpose of communicating the employer’s opinion about religious or political matters.
California Courts Clarify Application of Federal Law Limiting Forced Arbitration of Cases Involving Claims for Sexual Assault and Sexual Harassment
California courts clarify application of federal law limiting forced arbitration in cases involving claims of sexual assault and sexual harassment.
California Minimum Wage and Salary Increases for 2025
Following 2024’s mid-year increases to minimum wages for certain employees in the fast food and healthcare industries, and consistent with existing law and increases in the consumer price index, California employers must review and update their minimum wages and minimum salaries for all employees effective January 1, 2025.
2025 Legislative Amendments Related to Time Off for Jury Duty, Court Appearances, and Victim-Involved Activities
New legislation impacts employee rights and employer obligations regarding jury duty, court appearances, and victim-involved time off.
2025 Legislation Limits California Employers’ Use of Driver’s License Requirements
2025 legislation restricts California employers from requiring employees to have a driver’s license unless driving is a function of the job and there is no comparable alternative form of transportation to complete the employee’s job duties.
No Mandated Use of Accrued Vacation Before California Paid Family Leave (PFL)
Beginning January 1, 2025, California employers can no longer require employees to use two weeks of accrued vacation before receiving PFL wage replacement benefits to care for certain seriously ill family members, to bond with a minor child within one year of birth or placement, or to participate in a qualifying exigency related to the covered active duty or call to covered active duty of certain family members.
Reminder Regarding Workplace Violence Prevention Planning and Training Obligations Effective July 1, 2024
Labor Code section 6401.9, which went into effect on January 1, 2024, requires most employers to establish, implement, and maintain an effective Workplace Violence Prevention Plan and provide related training on or before July 1, 2024.