Compliance Stuff

Earlier this year, we covered Assembly Bill 2499, a significant new law expanding workplace protections for victims of crime. As of January 1, 2025, California employers have several new obligations—including providing written notice to employees about their rights under this law.  (The California Civil Rights Department (CRD) will issue the notice by July 1, 2025.) Here’s what you need to know in the meantime. Who’s Covered AB 2499 broadened the definition of “victim” to include anyone subjected to a qualifying act of violence, not just domestic violence or stalking. Under the law: Employees who are victims of crime may take time off to protect their health, safety, or welfare—or that of their child. Employers with 25 or more employees must offer these same protections when a family member of an employee is the victim. When and How to Notify Employers must provide the written notice: At time of hire Annually Upon request If an employee discloses they or their family member is a cr...

  The federal government made headlines last week by rolling back a slew of workplace obligations, but employers should be prepared for heightened requirements at the state and local level . Indeed, blue states are expected to up their game this year in resistance to the Republican trifecta in the White House, Senate, and House – and pay transparency will continue to be one of the hottest topics. This trend has already impacted many businesses in various locations across the country, and we think more employers will be grappling with new compliance obligations by the end of the year. Here’s what you need to know about pay transparency laws and five tips for compliance.   If you want to learn more,  register here for our February 5 webinar , Money Matters: Pay Transparency Unveiled and Practical Approaches for Employers. 1. Keep Up with the Patchwork of New State Laws In addition to rules on equal pay for equal work, many states are now requiring employers to disclose sala...