It is time for Octane’s annual Employment Law Update.  The laws on COVID in the workplace have been loosened, but the Legislature and local governments continue to enact new laws that impact most employers in other areas. One major development is a new California law requiring most employers to publish pay scales for every job posting and to file annual reports of pay data broken down by sex and ethnicity.  This law goes hand in hand with other amendments that have strengthened California’s pay discrimination law.  But we also have new laws on bereavement leave and family leave to care for a “designated person,” a curious new law that purports to protect off-duty marijuana use, and several new laws protecting access to abortion.  Smart employers in California know to stay ahead of the curve, and to plan for compliance with new laws before they result in lawsuits.

Employment attorney Bruce May from the law firm Stuart Kane will present a lively and informative discussion on the following topics, with plenty of time for Q & A:

• New Rules on Pay Transparency: SB 1162 requires most employers to provide pay scales for every position, and companies with 100 or more employees must file annual reports with extensive pay data.
• Supplemental Paid Sick Leave: California law presently requires up to 80 hours of paid sick leave for COVID-related reasons. Will that continue into 2023?
• Cal-OSHA Emergency Temporary Standards: Cal-OSHA presently requires essentially all employers to have a COVID prevention program and dictates when employees can return to work. Will that continue in 2023?
• Bereavement Leave: A new California law requires most employers to grant up to 5 days of unpaid bereavement leave for a death in the family.
• Family Leave Expanded: The California Family Rights has been amended to allow family and medical leave for an employee to care for a “designated person” other than a family member.
• Off-Duty Marijuana Use: A new California law effective January 2024 precludes employers from testing for “non-psychoactive metabolites” of THC. The intent is to protect off-duty marijuana use, but it is not at all clear how this law will work.
• Access to Abortion: California has enacted several new laws intended to protect access to abortion by forbidding employers from disclosing information about employees seeking abortions.
• Other New Laws: We will also touch on various new State and local laws concerning the scheduling of work, hate crimes, criminal convictions, and the Fast Food Council.

Who should attend: HR professionals, managers, owners, and anyone interested in keeping up with employment law.

This program qualifies for MCLE Credit for attorneys who attend.

Register Here