Governor Gavin Newsom has signed various employment law changes that will affect California employees and employers. In the guide below, we will discuss some of these bills and the upcoming changes.
As of January 1, 2024, SB 699 will prevent employers from enforcing non-compete agreements, regardless of whether the contract was signed or the agreement was signed in another state.
In addition, AB 1076 will codify existing case law prohibiting employers from including a non-compete clause in an employment contract that does not satisfy a statutory exception. Furthermore, by February 14, 2024, California employers must notify former and current employees who were employed after January 1, 2022, that any non-compete agreements they have signed are now void. This notification must be in writing.
The bill increases the minimum number of annual sick days to five days or 40 hours for full-time employees. In addition, the bill also increases the accrual cap from six days or 48 hours to 10 days or 80 hours.
Under this bill, employers will need to establish a workplace violence prevention plan by July 1, 2024. This bill will also include recordkeeping and training requirements for workplace violence prevention plans. However, there are certain exemptions that may excuse employers from this new law.
Effective June 1, 2024, certain employers in the healthcare industry will have to maintain different minimum wage requirements for covered employees. However, the definition of healthcare employee under SB 525 is broad, which means that not only direct patient care roles, such as doctors, nurses, or medical residents, will be included in this increase. Rather, positions such as guards, janitors, and clerical workers will also be included.
The AB 1228 bill raises the hourly minimum wage for fast-food restaurant workers who work at chains with at least 60 locations nationwide. This $20 per hour minimum wage will be effective April 1, 2024, and there will also be provisions for annual increases.
This bill will also create a Fast Food Council that will determine the minimum standards for working hours, wages, and other working conditions. This council will introduce minimum wages for these employees on an annual basis.
According to SB 700, starting January 1, 2024, employers may no longer request details about an applicant or an employee’s previous cannabis use. These employers also cannot discriminate against a prospective or current employee’s criminal history related to their prior use of cannabis.
Contact Gould, Hahn, & Reinhardt To Learn More About California Labor and Employment Laws
To learn more about the above bills or other upcoming labor and employment law changes, contact Gould, Hahn, & Reinhardt today by calling 800-428-2297. Our experienced labor law attorneys can review your questions and concerns and determine how these new regulations may impact you.