Effective February 1, 2026, all California employers are required to provide employees and new hires with a “stand-alone written notice” of key workplace rights. This new requirement is the result of SB 294, also known as the “Workplace Know Your Rights Act,” which we previously blogged about here. This…
As the holidays approach, California employers should start preparing for a slew of new employment laws that become effective on January 1, 2026 or shortly thereafter. These include: AB 692 – Most Stay-or-Pay Agreements Are Now Illegal As we blogged about here, after January 1, 2026, most stay-or-pay agreements signed…
A new decision from the California Court of Appeals in Bradsbery v. Vicar Operating, Inc. confirms that an employee can prospectively waive a future meal period for a shift that does not exceed 6 hours so long as the prospective waiver is in writing, uncoerced, and revocable. Under…
On February 14, 2025, Governor Kathy Hochul signed Senate Bill S740, a new law that amends several provisions of the NY Retail Worker Safety Act by: – Extending the deadline by which covered retail employers (those with at least 10 employees) must provide workplace violence prevention policies, training,…
Governor Newsom formally concluded the 2024 legislative session by signing into law several new bills that greatly expand employee rights in California starting on January 1, 2025. Between now and then, California employers should review their existing policies to ensure compliance with these laws in the new year….
Governor Newsom signed AB 2299 which requires all California employers to prominently display a new whistleblower rights poster in the workplace effective January 1, 2025.
This week Fast Company published an article about employee performance improvement plans (PIPs). A PIP is a structured plan that is developed by the employer for an under-performing employee. In general, a PIP (a) outlines specific areas where the employee is failing to perform satisfactorily, (b) states concrete…
California’s Private Attorneys General Act (“PAGA”) deputizes any employee who has experienced a violation of virtually any state employment law to sue to recover penalties arising out of violations he or she experienced – plus penalties arising out of violations committed against every one of his or her…
As we blogged about here back in March, this coming Monday, July 1st is the deadline for California employers to have implemented their newly required Workplace Violence Prevention Plans (WVPP). July 1st is also the deadline by which employers must have conducted their first WVPP training with all…
Earlier today, for the first time in over 25 years, the federal Equal Employment Opportunity Commission (EEOC) updated its enforcement guidance on unlawful workplace harassment. Though not legally binding, this new guidance makes clear how the EEOC will enforce federal anti-harassment laws under the current administration. The…