The Emergency COVID-19 Prevention Regulation adopted by Cal/OSHA late this month will go into effect as early as Monday, November 30, 2020. When it becomes effective, the regulation will be the most sweeping and demanding body of COVID-19-related requirements imposed to date on California employers. Employers should prepare now to comply.
Nearly All Employers will
Effective November 9th, Los Angeles businesses may refuse service to any patron not wearing a mask.
Specifically, the new Ordinance states “any business owner or operator in the City of Los Angeles is authorized to refuse admittance or service to any person who refuses or fails to wear a Face Covering when
On November 3, 2020, California voters passed Proposition 22, an exemption from AB5 for app-based drivers and couriers who use personal vehicles/transportation to provide on-demand services. As detailed in previous posts here and here, Governor Gavin Newsom signed AB5 into law in September 2019. Essentially, Proposition 22 filled a void caused by legislative
[UPDATE: On November 19, 2020, subsequent to the post below, the California Occupational Safety and Health Standards Board adopted a 21-page Emergency COVID-19 Prevention Regulation, as anticipated by my post below. A robust blog post on the Emergency Regulation may be found HERE.]
On November 19, 2020, the board responsible for issuing Cal/OSHA regulations will
Are you confused about the ever-changing reopening regulations in the different Bay Area cities ? California released a new Blueprint to guide us on reopening due to COVID-19 but it may be too much to keep track of. Lucky for you, we’re keeping track to make it easier for you to figure out what you
How employers will need to defend California employment lawsuits, Labor Commissioner actions and even arbitrations must evolve come the New Year due to changes in the law that become effective January 1, 2021. In this post, I identify and explain five important developments that businesses and their employment defense counsel need to be aware of
It may be the season for a pumpkin latte and too much candy, or finally breaking out those soft sweaters and fuzzy slippers as the weather starts to chill (even in Los Angeles). But it is also the season for new lawsuits. In fact, after 25 years of practice, experience tells me that new lawsuits
Employers in California are subject to a layer cake of requirements to report suspected and diagnosed cases of COVID-19 in their workforce. Federal, state and local agencies each impose obligations differing from one to the other and most setting short deadlines for reporting. This blog post provides the information employers most need to know regarding
California employers with 100 or more employees are now required to file with the state detailed annual reports setting out demographic, pay and position information on their employees. As for the purpose of requiring the reports, Senate Bill 973 pulls no punches: state government agencies will use the reports against employers for “targeted enforcement
Employees who suffer physical or mental injury due to a crime will be entitled to job-protected leave and other protections from their employers under legislation signed this week by Governor Gavin Newsom. Employers will bear such obligations without confirmation from law enforcement that a crime occurred and where no one is arrested or prosecuted.