Effective January 1st, 2021, this bill expands the information business entities must include in their statement filed with the California Secretary of State. 2021 Labor & Employment Law Update for California Employers Thursday, December 10, 2020 2020 has been an unprecedented year in many ways, but … 3. SB 1159: COVID-19 Workers’ Compensation SB 1383 significantly expands the California Family Rights Act (CFRA) beginning January 1, 2021. HR Pros at the HR Support Center. SB 1159 creates a rebuttable presumption that an employee contracted COVID-19 at work if they have tested positive or is diagnosed with COVID-19 within 14 days after a day that the employee worked at the employee’s place of employment. No later than January 1, 2022, these institutions will need to comply with certain requirements designed to make it easier for students to report sexual harassment and assault, including providing students with notice of their rights and information on how to report incidents and ensuring adequate training for school officials involved. 700 N Brand Blvd. AB 685 requires employers to notify workers of potential exposure to COVID-19 and SB 1159 creates a presumption that a covered worker who contracted COVID-19 contracted the virus at work and it is work related illness for workers compensation purposes. My firm is conducting a webinar on October 2, 2020  at 10 a.m. to review the critical new laws signed by the Governor (including more details about AB 685 and SB 1159), recap other COVID-19 employment legal requirements in place on the Federal, state, and local levels, and provide some other reminders about minimum wage increase and sexual harassment training requirements in 2021. California has arguably the most pro-worker employment laws in the country. COVID-19 paid leave laws for California employers for the rest of 2020 and outlook into 2021 Such as AB 685 requiring employers to notify workers of potential exposure to COVID-19 and SB 1159 that creates a presumption that a covered worker’s COVID-19 is work-related and covered under workers compensation Under the new law, ff the employer is notified of a number of COVID-19 cases that meet the definition of a COVID-19 outbreak as defined by the State Department of Public Health, the employer has 48 hours to notify the local public health agency. Contact Our Office For A Free Case Review, Care for themselves or a family member, which is now defined as a. AB 2017 amends this law by giving the employee the right to designate the reason for which they use their available sick leave “at their sole discretion.”, Existing law prohibits an employer from discharging, discriminating against, or retaliating against victims of domestic violence, sexual assault, or stalking for taking a leave of absence. It also allows the officer to restart their rest period as soon as practicable if it was interrupted by work. AB 2992 extends those protections to victims of crime or abuse, and to immediate family members of homicide victims. What follows is a summary of the most significant changes to California employment laws for 2021. New California Employment Laws to Look Out for in 2021. This factor does not apply to employers who maintain the same workforce pursuant to Chapter 4.5 (commencing with Section 1060) of Part 3. Prior to the Governor’s approval of the new legislation, only employees victimized by domestic violence, sexual assault or stalking were entitled to such protections. The expansion means as of January 1, 2021, most employers in California must provide employees who have worked for at least a year and 1,250 hours in the year before the leave with 12 weeks of unpaid, job-protected leave. In this post, we discuss the different type of claims covered under California labor and employment laws. Suite 580. Yesterday, the Governor signed AB 685 and SB 1159 into law. California’s ever-changing employment laws will have employers scrambling to keep up in 2021! Annual California Employment Law Update: New Laws for 2021 Provide COVID-19 Protections and Expand Family Leave October 6, 2020 By David M. Prager, Jennifer L. Nutter, Alice Kwak, and Mary T. Vu This year, Governor Has substantially the same owners or managers that control the labor relations as the judgment debtor. 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