New employment laws will take effect in California in 2022, and now Golden State businesses must plan accordingly. Failure to follow these laws can result in fines. It can also lead to revenue losses and brand reputation damage.
Ultimately, California businesses must learn the latest employment laws and comply with them. Here are five new employment laws and what they will mean for California companies in the new year.
1. Minimum Wage
California’s minimum wage will reach $15.00 per hour, up from $14.00 per hour. This applies to Golden State businesses with 26 or more employees. In addition, California’s minimum wage will increase from $13.00 to $14.00 per hour for companies with 25 or fewer workers.
2. COVID-19 Exposure Notification
Businesses in California must notify a local public health agency about a coronavirus (COVID-19) outbreak within 48 hours or one business day, whichever is later. They must also notify all employees about a COVID-19 outbreak.
3. Production Quotas for Warehouse Distribution Center Employees
California warehouse distribution centers must provide each employee with a written description of the quota that he or she is expected to meet. A worker must receive this quota upon hire or within 30 days of when it becomes available.
Moreover, the written description of a warehouse production quota must include the quantified number of tasks to be performed or materials to be produced or handled. Also, the description must detail the defined period to complete the quota. And it should describe any potential adverse action that could result in failure to meet the quota.
4. Intentional Wage Theft
California employees can face grand theft charges if they are found guilty of intentional wage theft. They can be charged with grand theft if they intentionally steal employee wages equal to more than $950 for one employee or $2,350 for two or more employees in any consecutive 12-month time frame.
5. California Family Rights Act
The California Family Rights Act has been expanded to include parents-in-law in the list of family members for which an employee can take leave. It also now requires the Department of Fair Employment and Housing (DFEH) to notify an employee in writing of the requirement for mediation under the department’s small employer mediation program before the worker files a civil action.
Stay Up to Date on California’s New Employment Laws
California legislators constantly seek out ways to assist businesses and their workers. Meanwhile, Golden State businesses must stay in the loop regarding new employment laws. This ensures companies can take appropriate steps to comply with these laws. Plus, these businesses can lead the way to create safe, productive work environments for all employees, at all times.
If you need help with employment laws, Marquee Staffing can assist. We are a professional staffing agency that can explain new California employment laws and help your company comply with them. Furthermore, we can put you in touch with top talent and help you hire quality job candidates across your business. Request talent today!