Important Developments in California Employment Law Effective July 1, 2024
By Admin June 27, 2024 Category: Employment Tags: business attorney business law california employment law California HR chase law group chase law manhattan beach deann chase EDD Updates Employee Benefits Employmen tRegulations employment attorney employment law Employment Law 2024 Employment Law Update hr compliance HR Updates Legal Updates los angeles business attorney New Hire Forms small business law Workers Compensation Workplace Safety Workplace Violence Prevention Plan
Starting July 1, 2024, California employers must comply with the following changes in the law impacting their employees:
1. Most Employers Must Implement a Workplace Violence Prevention Plan
As previously explained in last month’s newsletter, California requires employers, with few exceptions, to implement a Workplace Violence Prevention Plan (WVPP) by July 1, 2024. Details of the WVPP and how to comply with the new requirements can be reviewed by clicking here. Should your company need assistance in creating a WVPP, Chase Law Group can assist you. Contact us to get started.
2. Changes in the Division of Workers Compensation New Hire Form
All employers must issue a Time of Hire Notice to newly hired employees. The DWC has revised this form which provides instructions to employees on benefits available to them should they be injured on the job. The new form includes a “Redesignation of Personal Physician” and Notice of Personal Chiropractor or Personal Acupuncturist notice to assist employees wanting to be treated by a personal physician. Click here to download the new form.
3. Changes in the EDD “For Your Benefit” Pamphlet
The EDD has changed its “For Your Benefit” pamphlet, which can be downloaded by clicking here. Most of the 22-page document remains unchanged from before with a few revisions. The form must be provided to employees at the time of separation of employment.
The EDD benefits described in the pamphlet include (1) unemployment insurance (UI) benefits as a partial wage replacement to eligible employees who have lost their jobs, and (2) State Disability Insurance (SDI) which provides partial wage replacement benefits to employees unable to work due to a non-work-related illness or injury, pregnancy or childbirth. The pamphlet also describes when (3) Paid Family Leave (PFL) is available to provide partial wage replacement benefits to employees who require time off to care for a seriously ill family member, bond with a new child, or to help a family member during a qualifying military event. Finally, the pamphlet outlines (4) workforce services which offer a range of employment services for job seekers and employers.
4. Effective July 1, 2024, the minimum wage for the City of Los Angeles and County of Los Angeles increases to $17.28 per hour.
Should you have any questions about the changes impacting California employers discussed above, contact our employment attorney Scott Liner at [email protected] or call us at 310-545-7700 to set up a consultation.
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Please note that this article is for informational purposes only and should not be considered legal advice nor constitute an attorney-client relationship. It is recommended to consult with an attorney directly for specific legal guidance pertaining to your business and its practices.