NEW 2023 CALIFORNIA LAWS
Happy New Year! The new year has brought many new laws into effect. Read on and check out the links to learn more!
Minimum Wage: Effective January 1, 2023, the minimum wage is $15.50 per hour for all employers. Some cities and counties have higher minimum wages than the state’s rate. There is a list of
City and County minimum wages in California maintained by UC Berkeley.
Wage Transparency: SB 1162 requires businesses with 15 or more employees to include information about salary ranges for all job postings. Workers will also have the right now to know the pay scale for their current position. Companies with 100 or more employees are required to submit pay data and wage history to the state by May of each year or face penalties. More information can be reviewed in this
Fisher Phillipsoverview.
Bereavement Leave: AB 1949 allows workers to take up to five days of bereavement leave for the death of a close family member, such as a spouse, domestic partner, parent, parent-in-law, child, sibling, grandparent or grandchild. The leave may be unpaid at companies without a bereavement policy or workers may use available sick time if company policy only allows for up to three days of bereavement leave.
Family Care: AB 1041 allows employees to take family care or medical leave for an expanded group of individuals. An employee can now take leave for a “designated” person who is either related by blood or whose association with the employee is equivalent to a family relationship.
State of Emergency: SB 1044 prohibits an employer, in an event of an emergency, from retaliating or disciplining an employee who refuses to report to work or leaves a workplace because they have a reasonable belief that the work area is unsafe. Employers are prohibited from taking a worker’s mobile device or preventing them from seeking help. The law defines an emergency as a natural disaster or criminal act. A health pandemic is not listed as an eligible emergency.
Consumer Privacy: Proposition 24, the California Privacy Rights Act (CPRA) approved in 2020, gave consumers the right to know, delete or opt-out of the sale of their personal information. New provisions take effect in 2023 that allow consumers and employees to ask businesses to disclose the personal information they have collected on them and ask them to delete or correct that information. Employees may also ask a company not to sell or share their personal information and have the right to know what personal information their employer is selling or sharing about them and with whom. Consumers and employees can also direct businesses to limit the use of sensitive personal information, such as social security numbers, financial account information, geolocation data or genetic data.
Updated Requirements for COVID-19 Exposure Notification Requirements to Employees: In light of the COVID-19 pandemic, California law previously required employers to provide written notice of potential COVID-19 exposure to employees within one day of receiving notice of such exposure. AB 2693 revises an employer’s COVID-19 notification requirement by authorizing an employer to alert employees to a potential exposure of COVID-19 by prominently displaying the exposure notice. This bill will no longer require employers who experience a COVID-19 outbreak in their workplace to notify the local public health agency within 48 hours.
Requirement for Employers to Post OSHA Information Regarding Citations or Orders in English and Other Specified Languages: AB 2068 requires that certain Cal-OSHA information be posted in the workplace in multiple different languages. The bill aims to narrow the gap between California’s regulatory environment – which often requires English-only notification – and California’s increasingly diverse, skilled workforce. Under the new law, any time Cal-OSHA issues a citation, order or special order that is required to be posted in the workplace, the employer must post the citation/order/notice in English and the top seven non-English languages used by limited-English-proficient adults in California, as determined by the most recent U.S. Census Bureau American Community Survey, plus Punjabi (if not already included in the top seven). Cal-OSHA is responsible for drafting the alternate-language notices, which, like their English counterparts, must be posted at or near each place a violation referred to in the order/citation occurs.
Sidewalk Food Vending: On September 23, 2022, Governor Newsom signed SB 972, a bill that modifies the California Retail Food Code to allow some sidewalk food vending operations to obtain public health permits. The new law is effective on January 1, 2023. A new category of Mobile Food Operation (CMFO) – a non-motorized push-cart, stand, rack or display with or without wheels, pedal-driven cart, wagon or showcase.
- FREE WORKSHOP on January 11 at 9:00 am!The County of Ventura Environmental Health Division is holding a workshop to present how these changes will impact street vendors in the county. RSVP for in-person or online meeting with Eva Guo at Eva.Guo@ventura.orgor call (805) 654-2820 to register for the event.
Free Webinars
2023 Labor Law Update *Sponsored by Ventura County Regional HR Hotline
January 24 @ 10:00 am
2023 looks to be a bit brighter regarding the pandemic, but the Legislature refocused its attention on passing a multitude of labor and employment bills. This presentation will go over critical updates for California employers. The California Employers Association training is unique in that they will not only cover the new laws, but their HR advisors will also discuss policy updates, practical guidance and available resources. Of course, they will also answer your burning questions!
2023 Employment Law Update: New Compliance Obligations for CA Employers
January 25 @ 11:00 am
During this webinar, CMTC Human Resources experts will cover:
- Minimum Wage Requirements – City / County
- Employee Handbooks
- Pay Equity & Transparency
- Protected Time Off / Bereavement Leave / Scope of Coverage
- COVID-19 Regulations
- Discrimination & Harassment: Hate Crimes
- And, more!
The Changing Face of California Employment Law: Legal Considerations for 2023
February 2 @ 9:00 am
As 2023 begins, California-based businesses will once again have to contend with new and amended employment regulations. It’s critical for these businesses to stay ahead of the game and we’re here to help. Join Fisher Phillips attorneys Usama Kahf and Lisa Peterson on February 2nd for an in-depth look at the most important legal topics businesses are facing in 2023. They’ll explore hot button topics such as salary range disclosure, new and amended employee privacy laws including the CCPA, PAGA, and other policies relevant to employers.
This document is intended to be used as a starting point to help business owners understand California laws. It is not comprehensive. While everything in this article is intended to be accurate it is not intended legal advice and should not be relied on as such. To obtain legal advice please contact a licensed California attorney. The EDC does not endorse a particular law firm or practice.
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