Last January, a number of bills, signed into law by Governor Jerry Brown in 2016 become effective. Many of those bills involve workplace protection, and compliance is required of California’s employers. If you are unclear about workplace protection compliance mandates with these or any employment laws, you may wish to enlist the help of an experienced employment law attorney.
Workplace Protection – New Laws that Impact You
- SB 1732: Toilet facilities in businesses, government agencies, or places of public accommodation that are single-user facilities must be designated as all-gender facilities as of March 2017.
- AB 1887: Travel prohibitions have been established forbidding state agencies from requiring employees to travel to states with laws that do not have protections against discrimination based on gender identity, sexual orientation, or gender expression. This means that state dollars may not be used for travel to states who repealed these types of laws.
- SB 1234: Eligible employers, based on the number of eligible employees, who do not currently offer retirement plans must now participate in a payroll deposit savings arrangement allowing employees to join in the California Secure Choice Retirement Savings Program.
- AB 2337: Employers are required to inform employees of their rights when experiencing domestic violence, stalking, or sexual assault. Forms created by the Labor Commissioner’s office must be posted by July 1 of this year.
- ABX2-7: This law expands smoking restrictions in hotel lobbies, taverns and bars, banquet rooms, employee break rooms, and warehouses. Tobacco is no longer allowed in these areas, even in owner-operated businesses.
- SB 1167: The Division of Occupational Safety and Health is required to propose a heat illness and injury prevention standard related to indoor employment locations by January of 2019.
- SB 1241: Employers are prohibited from requiring employees who reside and work primarily in California from having claims adjudicated outside of California.
- SB 1007: Employees who are involved in arbitration hearings are entitled to have a certified shorthand reporter available to transcribe proceedings, hearings, or dispositions.
- SB 3: For employers with more than 25 employees, minimum wage increased from $10.00 to $10.50 per hour in January 2017. That increase will apply to employers with fewer employees in 2018. Further incremental increases have been established up to the year 2023.
- SB 1015: The Domestic Worker Bill of Rights, originally scheduled to expire this year, has been extended indefinitely, providing wage and hour protections to domestic workers.
- SB 1063: Workers of all races and ethnicities must be paid the same amount for work that is essentially the same.
Penalties for Workplace Compliance Employment Law Violations
State and federal laws exist for the protection of employees. Violations can result in stiff penalties, with federal penalties on the increase. Fines for repeated violations of minimum wage or overtime rules are nearly $2,000. OSHA violations are over $12,000 this year for initial violations, and up to nearly $130,000 for repeat violations.
Is understanding employment law important? You bet it is. If you are an employer unsure of your legal responsibilities, contact our experienced employment law attorneys at Beck Law P.C., in Santa Rosa. We can help you avoid needless penalties and/or lawsuits.
BECK LAW P.C. – SANTA ROSA – PETALUMA – UKIAH – LAKE COUNTY