Despite a global pandemic and two COVID-19-related legislative shutdowns over the last seven months, California Gov. Gavin Newsom and the California legislature have concluded the 2020 Legislative session on September 30, 2020, with an outbreak of new employment-related laws for employers to grapple with. Not surprisingly, many are related to COVID-19.
As indicated below, some of these laws went into effect immediately upon Gov. Newsom’s signature and require urgent compliance adjustments. All others go into effect on January 1, 2021.
As the ink dries on Gov. Newsom’s flurry of signatures signing the below legislation into law, our team will take a deeper dive in the upcoming weeks into some of these bills and provide more detailed analyses. In the meantime, our team provides an overview of the key components of the more impactful employment-related legislation from the 2020 California Legislative session.
LAWS EFFECTIVE IMMEDIATELY
1.COVID-19 Supplemental Paid Sick Leave (AB 1867)
2.Rebuttable Presumption of Workers’ Compensation Coverage for Employees With COVID-19 Extended (SB 1159)
3. AB 5 Amended (Bill Adds Additional Exemptions and Revises Other Exemptions) (AB 2257)
4.New Rest Period Rules for Security Officers (AB 1512)
5.New Rest Period Rules for Petroleum Facilities (AB 2749)
6.Harassment Training for Minors In Entertainment Industry (AB 3175)
7.Required COVID-19 Exposure Notice to Employees (AB 685)
8.Agricultural Workplace COVID-19 Health and Safety Awareness (AB 2043)
9.Expansion of California Family Rights Act (CFRA) to Small Employers (SB 1383)
10.Small Employer Family Leave Mediation (AB 1867)
11. Expansion of Prohibition Of Discrimination Of Victims of Crime Or Abuse (AB 2922)
12.Required Reporting Of Race and Gender (AB 973)
13.Amendment to “No Rehire” Provisions In Settlement Agreement (AB 2143)
14.“Kin Care”/Paid Sick Leave Designation Amendment (AB 2017)
15.Statute of Limitations for DLSE Complaints Expanded (AB 1947)
16.California Consumer Privacy Act (CCPA)?Employee Data Exemption Extended (AB 1281)
17.“Veteran Or Military Status” Clarified in the FEHA (AB 3364)
18. Expanded Wage Enforcement (AB 3075)
19.“Qualifying Exigency” Amendments for Military Members & Care Recipients (AB 2399)
20.California Corporations Must Have Directors from “Underrepresented Community” (AB 979)
21. Human Resource Employees Of Businesses Employing Minors Now Mandated Reporters (AB 1963)
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Margie Faulk, PHR, SHRM-CP is a senior level human resources professional with over 14 years of HR management and compliance experience. A former Compliance Officer for a defense contracting technologies firm, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s focus is on multi-state, national, state and local workplace compliance. Additionally, Margie is working on International compliance initiatives globally which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico and India, just to name a few.
Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to professionals, business owners and companies interested in having their company compliant with workplace and industry regulations.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from Society for Human Resources Management. Margie has completed the Certified Compliance and Ethics Professional training and is a member of the Society of Corporate Compliance & Ethics (SCCE).