The bill repeals these provisions on January 1, 2024.ĪB 152 took immediate effect upon its enactment on September 29, 2022. The bill requires GO-Biz to provide grants to qualified small businesses or nonprofits, as defined. ![]() This bill further establishes the California Small Business and Nonprofit COVID-19 Relief Grant Program within the Governor’s Office of Business and Economic Development (GO-Biz) to assist qualified small businesses or nonprofits that are incurring costs for SPSL. This bill reaffirms that the employer must make such tests available at no cost to the employees, but that the employer may decline to provide SPSL benefits where the employee refuses to provide documentation of test results or refuses to submit to a test. Under AB 152, if the second test is positive, the employer may require the employee to submit to a second test within no less than 24 hours. As such, to the extent an employee has used all SPSL prior to September 30, 2022, this bill does not provide for new paid leave.Īdditionally, under SB 114, if an employee tests positive for COVID-19, the employer is allowed to require the employee to submit to another diagnostic test on or after the fifth day after the test and provide documentation to the employer. This bill does not require employers to provide additional hours of leave beyond the amount of SPSL under SB 114. 29, 2022)ĪB 152 extends through December 31, 2022, COVID-19 Supplemental Paid Sick Leave (SPSL), which would have otherwise expired on September 30, 2022, under SB 114 signed earlier by Gov. AB 152 – COVID-19 Supplemental Paid Sick Leave (Effective Sept. Please note that the summary below does not address all new California laws that impact employers or employees rather, it is a summary of the new California laws that we believe to be the most significant in terms of scope and impact of individuals or employers with business operations in California. The list below is in numerical order by AB or SB. The effective date of each new law is indicated in the heading of the Assembly Bill (AB) or Senate Bill (SB). ![]() Although the CPRA takes effect January 1, 2023, any personal information about employees collected by employers dating back to Januwill be subject to compliance with the CPRA.Īll employers with operations in California should be aware of these new laws, understand how these laws may affect their operations and consult with counsel to address any compliance questions, including whether existing employment policies should be updated or whether new employment policies should be created. The CPRA also establishes a new agency, the California Privacy Protection Agency, which is responsible for implementing and enforcing the law, including issuing potential fines of $2,500 per violation and $7,500 per intentional violation. Newsom acts prior to January 1, 2023, the CPRA eliminates employer exemptions in the CCPA applicable to employee/applicant data and expands on several areas of the CCPA, and creates several privacy-related obligations for employers, including: (1) notifying applicants, employees and contractors about the categories of personal information that is or may be collected by the employer, and describing the purpose(s) for the collection and disclosure of such information, and providing information regarding the sharing and retention of personal information, (2) employees’ rights to access or restrict the use or disclosure of certain categories of personal information, (3) employees’ rights to correct or delete personal information (subject to statutory exemptions that may apply), and (4) employees’ rights to request the personal information that has been collected about them during the preceding 12 months. In addition, the California Privacy Rights and Enforcement Act (CPRA), which amends the prior California Consumer Privacy Act (CCPA), takes effect on January 1, 2023. Also, many cities and local governments in California have enacted minimum wage ordinances exceeding the state minimum wage. These new laws address several topics, including supplemental paid sick leave, pay transparency, leaves of absence and fast-food restaurant employment standards.Īs a reminder, the minimum wage in California is increasing to $15.50 per hour on January 1, 2023, for all employers - regardless of the number of workers employed by an employer. ![]() Some of the new laws became effective immediately and others, including some that were signed into law just weeks ago, take effect January 1, 2023, or later. Gavin Newsom signed many laws impacting California employers. Halsing, Amanda Semaan, Sylvia Bokyung St.
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