With the latest California legislative session having come to an end, there are a number of new labor laws employers should take note of.
While there were dozens of new laws passed in 2017, a majority of the California labor laws deal with gender and immigrant worker issues. Most of these laws will become effective beginning January 1, 2018 with a few having subsequent effective dates, as well.
Staying Informed and in Compliance
The new laws cover a wide variety of topics and place a number of new requirements on employers both in the private and public sectors.
For example, in addition to gender issues, employment practices and immigrant worker protections, the California legislature expanded family leave rights to employees of smaller businesses.
The “New Parent Leave Act,” California Senate Bill 63, has extended rights previously provided by the The California Family Rights Act to include employees working at businesses with at least 20 employees within a 75 mile radius. The CFRA had already provided child bonding parental leave to workers at businesses with 50 or more employees.
The new law establishes that an employee must have at least 12 months of service and at least 1,250 hours of service during the 12-month period in order to take up to 12 weeks of paid family leave. The purpose of the leave is to allow an employee time to bond with a new child within one year of the child’s birth, adoption or foster care placement.
Nine New California Labor Laws to Comply With in 2018
Five of the new laws were highlighted in a previous post that can be seen here. In addition to these new employer requirements, we have included an additional number of significant laws, including the next minimum wage increase, in this graphic.
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As always, the challenge for employers of all sizes is the number of changes in the California labor laws. Consequently, employers should review these new obligations, set up a plan for compliance, and prepare for the subsequent enforcement of these new requirements.
Getting Professional Help with HR Compliance
An updated and streamlined reporting strategy will help your organization meet its obligations, while providing accuracy and timeliness. So take time to understand the new laws and prioritize accurate record keeping. In this way, you will make compliance a sure thing.
Another key step in maintaining HR compliance and increasing your company's cost-effectiveness is to consider outsourcing. A professional agency such as Accuchex can provide much-needed help with Human Resources needs and questions.
Accuchex is a full spectrum Payroll Management Services provider offering expertise in Time Management, Insurance and Retirement issues, as well.