There are changes to the state laws each year. Despite 2020 being highly unusual in many ways, there are once again new laws that go on the books in 2021 and will be enforced by 2022. Some address new issues faced by businesses, while others are more conventional in nature. HR departments and managers face many unique challenges right now, but they will still need to comply with all these new laws.
Coronavirus precautions: The employer will need to stay up to date on any recommendations made by California’s Department of Industrial Relations and other government agencies. This is the best way to ensure worker safety and compliance.
CFRA leave expansion: SB-1383 expands the California Family Rights Act to include employers with five or more employees. The law also expands the list of reasons that an employee can take medical leave – they can now take care of sick siblings, grandparents and grandchildren.
Pay data reporting: As of March 31, SB-973 requires employers with 100 or more employees to submit pay data. It will be done annually after that date, and it will include categorizing employees by race, ethnicity and gender, as well as pay band data and job categories. This change enforces pay equity mechanisms.
Board diversity requirements: AB-979 mandates that boards have at least one non-white board member by the end of 2021. The numbers go up in 2022 to two members from underrepresented groups if there are five to eight board members. Those with nine or member directors need to have at least three members from underrepresented communities.
These laws will continue to change
It seems that employment law is always a work in progress, particularly here in California. Workers with questions about how these and other changes apply to them may get some helpful information from employment law attorneys based here.