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Governor Gavin Newsom signed Senate Bill 699 ("SB 699") on September 1, 2023, reinforcing California's ban on noncompete agreements. This law voids such agreements, regardless of where or when they were signed, prohibits employers from enforcing them, and empowers employees to take legal action against employers who violate these provisions, including recovering attorney's fees and costs. Compliance with SB 699 mandates that employers refrain from having employees enter into noncompetition agreements, aligning with California's commitment to preserving employee mobility and fostering economic growth.

AB 1949 requires covered employers to provide eligible employees with five (5) days of bereavement leave. AB 1949 became effective on January 1, 2023. 

An employer cannot legally fire an employee for filing a workers' compensation claim. 

Effective April 1, 2023, retail employers in the City of Los Angeles will be required to provide employees with at least 14 days advance notice of their work schedules and to compensate employees in the event of schedule changes. 

AB 1041 allows employees to use their time to tend to the medical needs of a “designated person” and expands the class of people that an employee can identify as a “designated person.” 

The Contraceptive Equity Act of 2022 (SB 523) amends the California Fair Employment and Housing Act (FEHA) to include “reproductive health decision-making” to the list of classes protected from discrimination by employers. “Reproductive health decision-making” as defined “includes, but is not limited to, a decision to use or access a particular drug, device, product, or medical service for reproductive health.”

The City of Inglewood, California passed Measure HC, the Healthcare Workers Minimum Wage Initiative, which raised the minimum wage for healthcare workers to $25.00 per hour. The minimum wage will increase annually based on inflation. The new minimum wage shall take effect on January 1, 2024.  Th...

Sexual harassment is sex discrimination in the workplace. It occurs when an applicant or employee is harassed on the basis of their sex. This includes harassment that is sexual in nature as well as behavior that is offensive in regards to a particular sex in general. Under the Fair Employment Housing and Employment Act (“FEHA”), it is illegal for employers of 5 or more employees to sexually harass an employee, applicant, or unpaid intern.

Starting January 1, 2023, employers with fifteen (15) or more employees are required to include salary or hourly wage ranges for job postings.

This post discusses Alternative Workweek Schedules and the requirements that must be satisfied in order to implement an Alternative Worksheet Schedule in the workplace.

This post provides information on attorney-client privilege and provides examples of when communications with an attorney are privileged, and when confidentiality is waived.