YOU’VE GOT NEW RIGHTS AT WORK!
As we step into the new year, there are significant changes in California’s employment laws that directly impact you. As your trusted attorney team, we want to ensure you’re well-informed about your rights and the latest developments. Here are some key updates you should be aware of:
1. Wage Increases
The minimum wage in California rises by 50 cents to $16 an hour on Jan. 1. (Several cities, including Los Angeles, have a higher minimum wage than the state, and many of them are also going up on Jan. 1 — this list shows how much.) Fast-food workers statewide will see their wages rise to $20 an hour beginning on April 1 under Assembly Bill 1228. Workers at large hospitals and healthcare facilities will get a minimum wage boost to $23 an hour on June 1 under Senate Bill 525.
2. Enhanced Sick Leave Benefits
Workers will get at least five sick days under SenateBill 616, an increase from the earlier minimum of three paid sick days. Labor unions lobbied heavily for the increase, which large employers opposed citing the increased cost. Some cities already require more paid sick time, including Los Angeles, where employers must provide at least six paid days of sick leave.
3. Miscarriage Leave
Companies with at least five employees will have to allow workers to take at least five days off to grieve a “reproductive loss” under Senate Bill 848. That includes a miscarriage, stillbirth, failed adoption, failed surrogacy or unsuccessful assisted reproduction, such as an in vitro fertilization or intrauterine insemination. Workers can take up to 20 days off per year for reproductive bereavement leave. Both parents are eligible.
4. Cannabis Protection
Employers can’t ask workers or job applicants about their prior cannabis use under Senate Bill 700, and any information they may glean about marijuana use from an applicant’s criminal record can’t be used to discriminate against them. Under Assembly Bill 2188, employers can’t discriminate against workers for using cannabis while off duty and away from work. Employers can still prohibit workers from being high on the job, and the law does not apply to federal contractors or construction businesses.
Your Rights Matter – Contact Hariri Law Group Today!
If you have any concerns or questions related to these significant legal updates, our expert team at Hariri Law Group is just a call or email away. Your rights deserve protection, and we’re here to stand with you.
The materials on this web site have been prepared by Hariri Law Group for informational purposes only and are not legal advice or a substitute for legal counsel. This information does not create an attorney-client relationship, nor shall it be considered an offer to represent you. Internet users, subscribers and readers should not act upon the information on this website, or decide not to act based upon the information on this website, without first seeking appropriate professional counsel from an attorney licensed in the user’s jurisdiction. This website may contain links to third-party websites or other content for informational purposes only. Hariri Law Group cannot control these third-party links or the content found therein. Hariri Law Group is not responsible for the content of any third-party website, and the inclusion of any links to such third-party websites does not constitute or imply any recommendation, approval or endorsement of such third-party websites.
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