This year, Governor Newsom signed into law various employment bills covering topics such as summary judgment motions, leave laws, independent contractors, and more. These new laws will take effect on January 1, 2025, unless otherwise specified.<\/p>\n
AB 1870 (Workers’ Compensation Notice)<\/strong> AB 2049 (Summary Judgment Motions)<\/strong> AB 2299 (Whistleblower Law Postings)<\/strong> SB 1137 (Discrimination Claims)<\/strong> AB 2499 (Victims of Violence Leave)<\/strong> SB 2499 (Victims of Violence Leave)<\/strong> SB 1100 (Driver\u2019s License Discrimination)<\/strong> AB 2123 (Paid Family Leave)<\/strong> SB 2011 (Small Employer Family Leave Mediation Program)<\/strong> SB 988 (Freelance Worker Protection Act)<\/strong>
\n\u2022 California law requires employers to post information related to injury reporting, rights to select treating physicians, and discrimination protections.
\n\u2022 AB 1870 mandates that these postings include a notice informing employees of their right to consult an attorney.<\/p>\n
\n\u2022 Extends the deadline to file a motion for summary judgment from 75 days to 81 days before the hearing.
\n\u2022 Extends the deadline to file an opposition from 14 days to 20 days before the hearing.
\n\u2022 Extends the deadline to file a reply from 5 days to 11 days before the hearing.<\/p>\n
\n\u2022 California law requires employers to post information about employee rights and responsibilities under whistleblower protections.
\n\u2022 AB 2299 requires the Labor Commissioner to develop a model posting that will satisfy posting requirements.<\/p>\n
\n\u2022 Amends the Unruh Act and the Fair Employment and Housing Act (FEHA) to prohibit discrimination based on any combination of the specified protected characteristics.<\/p>\n
\n\u2022 Expands and recasts jury duty, court, and victim time off as unlawful practices under FEHA, placing them under the Civil Rights Department’s (CRD) jurisdiction.
\n\u2022 Allows employees to use vacation, personal, and paid sick leave for time off granted as reasonable accommodations under this provision.
\n\u2022 Requires employers to inform employees of these rights at the time of hire and upon request.<\/p>\n
\n\u2022 Prohibits employers with 25 or more employees from discharging or otherwise retaliating against an employee who is a victim, or has a family member who is a victim, for taking time off for various specified purposes related to a qualifying act of violence.
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\n\u2022 Makes it unlawful for employers to require a driver\u2019s license for employment, except when the job duties reasonably require driving and alternative transportation would be unreasonable in terms of travel time or cost to the employer.<\/p>\n
\n\u2022 Currently, employers can require an employee to use up to two weeks of earned but unused vacation before the employee\u2019s initial receipt of Paid Family Leave benefits.
\n\u2022 AB 2123 removes this requirement, making it unlawful.<\/p>\n
\n\u2022 SB 2011 makes the Civil Rights Department’s small employer family leave mediation program permanent and includes reproductive loss leave within the program.<\/p>\n
\n\u2022 Defines \u201cfreelance worker\u201d as a person or single-person entity hired as an independent contractor to provide \u201cprofessional services\u201d for $250 or more within the previous 120 days.
\n\u2022 \u201cProfessional services\u201d retains its meaning under Labor Code 2778(b)(2).
\n\u2022 SB 988 places new requirements on compensation and contract terms for freelance workers.<\/p>\n