California Peculiarities Employment Law Blog

What Makes California Employment Law Different ... and How to Deal With It

Latest from California Peculiarities Employment Law Blog

Seyfarth Synopsis: Wake up San Francisco! Mayor London Breed has approved amendments that will significantly expand the city’s 2014 Family Friendly Workplace Ordinance (“FFWO”). The amendments will go into effect on July 12, 2022.
Everywhere You Look, Everywhere You Turn, There’s Somebody Who Needs . . . Flexible Working Arrangements
Just like our favorite 90s TV dad, Danny Tanner and

Seyfarth Synopsis: Headlining the employment-related bills that passed the May 27, 2022, House of Origin Deadline is AB 85, which extended COVID-19 Supplemental Paid Sick Leave to September of this year, as well as bills related to accommodations, leaves, retaliation, and workers’ compensation.
On the deadline for bill introduction, back in February, California legislators introduced 611 bills between the two

Seyfarth Synopsis: On April 21, 2022, the Cal/OSHA Standards Board (“Board”) voted 6-1 to approve a third adoption of the Cal/OSHA COVID-19 emergency temporary standard (“ETS”). The revised ETS will likely go into effect the first week of May and will expire on December 31, 2022.
Background
As we previously blogged, the first iteration of the Cal/OSHA ETS took

Seyfarth Synopsis: The Cal/OSHA Standards Board (“Board”) has published proposed language for the third adoption of the Cal/OSHA COVID-19 emergency temporary standard (“ETS”), which will be voted on during the upcoming April 21, 2022 Board meeting. The ETS, assuming it is readopted, will expire on December 31, 2022.
Background
The first iteration of the Cal/OSHA ETS took effect on November

Seyfarth Synopsis: On February 28, 2022, California’s Governor Newsom issued a press release lifting California’s mask requirements for unvaccinated individuals in indoor settings, downgrading the former requirement to a strong recommendation, effective March 1, 2022.  The same day, the California Department of Public Health (“CDPH”) published updated guidance, tracking Governor Newsom’s announcement. Later on February 28, Governor Newsom issued

Seyfarth Synopsis: In recognition of PAGA’s failure to protect California’s workers for the past 18 years, and the tremendous toll it has taken on California businesses, 2022 is the year to pass a proposed ballot initiative to amend this troublesome statute. The California Fair Pay and Accountability Act on the ballot this year aims to replace PAGA with alternative Labor

Seyfarth Synopsis: SB 62, which became effective January 1, 2022, makes those involved in the chain of garment manufacturing jointly and severally liable for certain labor law violations, and eliminates piece-rate compensation for workers in the garment industry. As expected, the Labor Commissioner is stepping up enforcement in the new year and those in the industry should ensure they

Seyfarth Synopsis: On February 9, 2022, Governor Gavin Newsom enacted the 2022 iteration of California’s COVID-19 supplemental paid sick leave law. The new law will be effective Saturday February 19, 2022 (10 days after enactment). It is retroactive to January 1, 2022, and expires on September 30, 2022.
A Walk Down Memory Lane
As you may recall, California’s Supplemental Paid

Seyfarth Synopsis: On January 25, 2022, Governor Gavin Newsom announced the legislature would reenact California’s COVID-19 supplemental paid sick leave law (again). With the true excitement of a large squirrel predicting the weather, draft legislation was issued on February 2, 2022. This new law will likely be enacted soon, and will become effective 10 days after enactment. It will be

Seyfarth Synopsis: As of January 14, 2022, California employers must ensure that their COVID-19 health and safety protocols are compliant with Cal/OSHA’s Latest COVID-19 Prevention Emergency Temporary Standards. The U.S. Supreme Court’s recent ruling on the nationwide Federal OSHA ETS vaccine mandate does not impact these separate California-specific requirements, which employers must still comply with here.
Once The Rage, SCOTUS