April was a busy month in Sacramento following legislators’ Spring recess. As the 2025 legislative session progresses, California lawmakers introduced several bills that could have a significant impact on employment law in the state. While it's still early to determine which bills will move forward, these proposed changes could greatly influence how California employers operate. Key Proposed Employment Laws AB 1018: Regulating Automated Decision Systems Assembly Bill 1018 seeks to regulate the use of automated decision-making systems, including artificial intelligence (AI) and machine learning, that influence hiring, promotions, performance reviews, and pay. Under this bill, employees would have the right... READ MORE

As we wrap up Q1, now is the perfect time to take a closer look at your HR practices before heading into the next quarter. At Chase Law Group, we regularly see avoidable HR missteps turn into costly legal problems for businesses—especially in California, where employment laws are constantly evolving. Here are a few key areas to review. Common HR Mistakes That Could Cost You: 1. Misclassifying Employees and Contractors Misclassifying workers can trigger serious penalties. With strict state standards, it’s critical to ensure your 1099 contractors aren’t legally employees. 2. Outdated Employee Handbooks A compliant, updated handbook protects both... READ MORE

Classifying your workers correctly has never been more important—or more challenging. In California, the distinction between independent contractors and employees continues to evolve, and misclassification can lead to serious legal and financial consequences, including penalties, back pay, and tax liabilities. As we move into 2025, it’s essential for business owners to understand how worker classification is determined and what has changed in the law. Understanding the ABC Test Under California’s AB 5, most workers are presumed to be employees unless the hiring business can satisfy all three parts of the ABC test: A. The worker is free from the control... READ MORE

California has some of the most employee-friendly labor regulations in the country, which can make it challenging for employers to navigate. In particular, wage and hour violations can lead to significant penalties and exposure for both small and large businesses. While employers often believe they have met their wage and hour obligations by issuing a legally compliant employee handbook, they often fail to ensure that their actual wage and hour practices align with all labor code requirements, leaving them exposed to costly employee claims and lawsuits. By periodically having an experienced employment attorney review their practices, employers can identify discrepancies... READ MORE

Effective January 1, 2025, the standard mileage rates for use of a car, van, pickup, or panel truck will be 70 cents per mile, which is an increase of three cents from 2024. Therefore, employers are advised to reimburse employees who use their own personal vehicle for work purposes based on this new IRS rate, as it will be deemed reasonable and sufficient for purposes of reimbursing employees for work-related expenses pursuant to Labor Code section 2802. Alternatively, if employers use some other method for reimbursing their employees for the use of their personal vehicle for work purposes, they must... READ MORE

Although Prop 32, which would have increased California minimum wage to $17.00 for smaller employers and $18.00 for larger employers narrowly failed to pass earlier this month, California minimum wage for all size employers is set to increase to $16.50 effective January 1, 2025 pursuant to already existing legislation. Additionally, as a result of this change in minimum wage, the minimum salary for exempt employees will increase to $68,640 or $5,720.00 per month. If exempt employees are not paid at least this much, they will not qualify as exempt. Also, note that minimum wage for the City of Los Angeles... READ MORE

Governor Newsom recently signed into law several new California employment laws that come into effect on January 1, 2025. Below are these new laws.  Prohibition of Requiring Employees to Attend a Meeting Where Religious or Political Opinions Are To Be Discussed Under SB 399, the “California Worker Freedom from Employer Intimidation Act” (subject to limited exceptions) prohibits employers from taking or threatening to take adverse action against an employee who declines to attend a meeting or participate in, receive, or listen to its opinion on “religious” or “political” matters, which includes union organizing. Violations are subject to a civil penalty... READ MORE

As the November 5th election approaches, employers are reminded to comply with California’s voting-related laws, including leave and posting requirements. Voting Leave California employers must permit employees up to two hours of paid time off to vote if they don’t have enough time outside work hours to vote. Employers may require employees to give advance notice that they will need such time off for voting. Employers can limit the time off to be taken only at the beginning or end of the employee’s shift, whichever provides the greatest opportunity for voting and minimizes the time away from the regular work... READ MORE

When an employee reports an injury that occurred on the job, it's crucial for employers to respond promptly and correctly. Navigating this process can be complex, particularly with the overlapping requirements of your workers' compensation insurance carrier, various types of leave, and federal and state regulations. Here’s a step-by-step guide to help you handle such situations effectively. Immediate Steps to Take Ensure Employee Safety and Medical Attention: First and foremost, ensure that the employee receives appropriate medical care. If the injury is severe, seek emergency medical services immediately. If the injury is less critical, guide the employee to a healthcare... READ MORE

Starting August 1, 2024, California employers will be required to monitor indoor heat for workers and take steps to reduce the temperature in the workplace and make accommodations for employees. While this new regulation applies to virtually all companies, employers with workers in restaurants and warehouses should take particular attention to these new requirements. The new law is focused on the risk of health illness to employees.The new rule will generally require employers to cool indoor workplaces that reach or exceed 82 degrees Fahrenheit whenever employees are present. When the indoor temperature reaches 82 degrees, employers must do the following:... READ MORE