From the Labor & Employment Department:
2018 Brings Changes to California’s Labor and Employment Laws – Part Three of a Three Part Series
Wage and Hour:
The state minimum wage increased to $10.50 per hour for businesses with 25 employees or less and $11 per hour for businesses with 26 employees or more.
- SB 306 gives the Labor Commissioner permission to investigate an employer for retaliation or discrimination if it suspicion of the same arises during the review of a wage claim or investigation and creates a new citation process for such violations.
- AB 1701 imposes liability onto the general contractor for anything owed but not given to a laborer under certain private construction contracts.
- SB 490 allows workers licensed under the Barbering and Cosmetology Act to be paid commission under certain conditions in addition to their hourly rate.
- Under AB 326, beginning July 1, 2019, Board of Barbering and Cosmetology schools are required to include information on physical and sexual assault awareness in their health and safety course.
Workplace Safety and Workers’ Compensation:
- SB 528 puts in place new provisions relating to the safety of cleaning products, such as requiring manufacturers to disclose chemicals in the products.
- AB 44 requires employers to provide a nurse case manager to employees injured in the course of employment by an act of domestic terrorism if the governor has declared a state of emergency.
- SB 189 clarifies when certain employees may be excluded from workers’ compensation laws. AB 1422 requires certain liens to be automatically stayed.
- SB 489 changes the billing deadline for providers of emergency treatment services from 30 days to 180 days.
With all of these new laws in effect, employers may need to make adjustments to handbooks, trainings or even general practices. Vee Sotelo and Lena Wade are SBEMP’s Labor and Employment attorneys. Contact them for further guidance.