Employer's Report: Employers Report Post

Posted by Virginia Young, J.D., HR Compliance Director on January 1, 2025

Tags: Employers Report

As business leaders are updating their handbooks for 2025 and reviewing employee benefits, CEA has received a number of questions about floating holiday policies and personal days. While many employers provide this type of benefit, they are not always aware of the strings attached to them. If not handled properly, floating holidays may be treated like vested vacation, in which case, unused days must be paid out on termination of employment and you must follow California’s vacations rules for carryover and capping this paid time off.

Are Employers Required to Provide Floating Holidays?

No. California law does not require employers to provide paid holidays or paid floating holidays. Some employers choose to observe paid holidays, such as New Year’s Day, Christmas or Thanksgiving, and to give employees additional floating paid days off. Often the goal is to allow employees to choose a paid day off to celebrate their birthday or anniversary with the company, or another holiday the company doesn’t already observe, such as Veterans Day.

My Employee Quit in June. Do I Have to Pay Them for Company-Observed Holidays That Will Occur Later in the Year?

No. Unlike many floating holidays, paid Company-observed holidays (where an employee receives paid time off on a specified day, such as Thanksgiving, New Year’s or Christmas) that will occur later do not have to be paid at termination.

My Employee Quit in June Without Using Their Two Floating Holidays. Do I Have to Pay Them for These Days?

Maybe. The answer depends on your floating holiday policy and practices. According to the California Labor Commissioner, paid leave time provided without condition is presumed to be vacation no matter what name it is given by the employer.

Holidays that are tied to a certain event, such as the employee’s birthday or anniversary, that are required to be used in the same workweek as the event, for example, will likely not be considered floating. Because the time is provided with condition-to be used near the time of the employee’s birthday or anniversary-rather than used at any time, it will likely not be required to be paid out at termination. On the other hand, a holiday that is not tied to a certain event will be treated as vacation and unused days must be paid out on termination of employment.

Best Practices

Review your floating holiday policy, if you have one. A floating holiday that can be used at any time and for any reason the employee chooses will be treated like vacation. If you offer paid time off for birthdays, work anniversaries, etc., make sure your policy requires employees to use this time in the same workweek as the event. Otherwise, you risk that the personal holiday will be treated just like vacation time, and will be subject to payout at termination.

Drafting policies can be challenging! Consider purchasing a DIY Sample Employee Handbook or working with one of  our experienced HR Advisors to quickly create a customized and compliant California Employee Handbook.

Posted by Kecia Hanson, Learning & Development Director on January 1, 2025

Tags: Employers Report

As we step into 2025, the workplace continues to evolve, presenting both challenges and opportunities for employers. According to Gallup, this past year, employees were feeling increasingly detached from their jobs, yet struggled to make the leap to a new employer due to the cooling job market and inflation. Gallup refers to this shift as the Great Detachment.

Gallup identified two critical elements that were the cause of this detachment trend: first, a lack of clear expectations from the employer, and second, employees not feeling a sense of connection to the company’s mission and purpose.

While the job market has cooled and employees may be less likely to jump ship, employers should not underestimate the impact of disengaged employees. Studies show time and again, a disengaged employee will ultimately cost the business-disengaged employees are less productive, less loyal, and sometimes, become disgruntled as well, leading to increased claims and complaints.

Are you seeing signs of disengagement or burnout?

Here are 4 tips on how to tackle the Great Detachment head on, and re-engage and motivate your employees in the New Year.

1. Reset Expectations: Less than half of employees say they know what is expected of them at work. When employees don’t have a sense of direction or purpose in their role, it can result in confusion, errors, frustration and ultimately turnover for an organization. When leaders and managers set clear expectations, it fosters a sense of purpose, direction, and accountability, allowing them to feel more confident and motivated in their work, ultimately leading to increased engagement. Leaders and managers can make expectations clear by:

• Communicating expectations early and often: review your new hire, onboarding, and performance review processes. Is there room for increased engagement opportunities (especially for remote employees)? Do you need more frequent performance reviews or informal check-ins?
• Engaging in two-way conversations: make sure your employees have an opportunity each week to interact with their manager and not only receive feedback, but also share feedback, set goals, and raise any concerns.
• Holding regular team/staff meetings: encourage open communication and make sure all departments are working towards the same goals and priorities.

2. Connect Contributions to Your Mission and Purpose: Employees want to know that their work matters and that they are contributing to the successes of their company. Connect the mission and purpose of your organization by:

• Defining your company’s mission and values: Are these clearly defined? Have they been forgotten by your staff? Does your mission statement or values need a review or refresh?
• Holding employees accountable: Once your mission and values are clearly defined, is management ensuring these are upheld by walking the walk? If employees do not embody the company’s values are they held accountable?
• Help employees grow: Part of helping employees feel connected to the organization includes providing them a sense of individual purpose and opportunities for growth and achievement. Assess whether your employees would benefit from training programs or certifications, coaching or mentoring. Are you assigning employees projects according to their individual strengths?
• Express appreciation and recognition: Cultivating a culture of recognition can motivate employees, increasing their productivity and loyalty. Simple acts of acknowledgment can significantly uplift morale. This can include providing opportunities for positive feedback from peers and colleagues, celebrating professional and personal milestones, and providing bonuses or perks to express gratitude.

Re-engaging employees requires intentional effort and a genuine commitment to your team’s well-being and success. By celebrating achievements, setting clear goals, and fostering a supportive environment, organizations can inspire their employees to embrace the challenges and opportunities of the New Year with enthusiasm and dedication.

When employees feel engaged, valued, and motivated, everyone thrives!

Posted by Jessica Rivera MBA, PHR, SHRM-CP, Training & Coaching Director on January 1, 2025

Tags: Employers Report

You’ve probably heard the cliché-play to your strengths. Are you doing all you can as a leader to ensure your employees are thriving? When employees discover and leverage their natural talents or strengths, it can transform the way they work and live! And, when leaders understand the unique contributions of each team member, they can assign roles and responsibilities that will align with employees’ individual talents to create a culture where everyone thrives. Gallup’s CliftonStrengths is a powerful assessment tool that helps individuals and teams unlock their potential by identifying their top talents.

One significant benefit of CliftonStrengths assessments is a mindset shift-to focus on your strengths not on weaknesses. Research shows when employees use their strengths they are six times more likely to be engaged at work. Teams that embrace a strengths-based approach will see a definite improvement in their business outcomes.

According to Gallup, workgroups that receive strengths-based development have achieved:

• • 19% increased sales
  • 29% increased profits
  • 59% fewer safety incidents
  • 72% lower turnover (in high-turnover organizations)

Have you taken a StrengthsFinder Assessment?

Whether you’re an individual seeking clarity about your natural talents or a leader looking to unlock your entire team’s potential, CliftonStrengths offers an assessment tool to start this journey and see how focusing on what one does best can lead to extraordinary results.

Upon completion of the assessment, you gain insight into your Top 5 Signature Strengths, the traits that define how you naturally think, feel, and act. These strengths represent the unique ways in which you bring value to your work, relationships, and personal goals.

Team Building Benefits

Beyond personal growth, CliftonStrengths can be a game changer for teams. When everyone understands their strengths and those of their colleagues, a new language of collaboration, recognition and appreciation is created.  This enhances communication and fosters a culture where individuals feel valued for their contributions which can be a critical differentiator for success.

Join CEA for a dynamic 2-hour session on February 12, 2025, where we will guide you through the significance of CliftonStrengths and explore the results of your own StrengthsFinder assessment! Led by certified coaches, this interactive session will include engaging discussions to help you deepen your understanding of how to apply your unique strengths to excel in your career and build meaningful relationships with your team that will lead to higher employee engagement all.

CEA also offers CliftonStrengths workshops for teams and entire companies both virtually and on-site. Feel free to contact us to see how we can support your efforts for your employees to thrive in 2025.

Posted by Virginia Young, J.D., HR Compliance Director on January 1, 2025

Tags: Employers Report

It’s officially 2025, which means it’s time to get your HR Checklist ready for the New Year! We’ve got you covered to make sure you stay compliant. Read below for some important reminders.

• Labor Law Poster: Are your California and federal labor law notices up to date for 2025? Remember, employers are required to physically post state and federal notices in a conspicuous location in your workplace. Order your 2025 All-In-One Poster Here.
• Employee Handbooks: When was the last time your handbook was updated? There are a number of policy changes required for 2025, including significant changes to crime victim and paid family leave policies. You can purchase a Do-It-Yourself Handbook Guide or we can do the work for you and create a Customized Employee Handbook. If you are a CEA member and need recent updates, give us a call at 800.399.5331.
• Harassment Prevention Training: If you are a California employer with just 5 or more employees, then your staff must receive harassment prevention training every two years. That means if you trained in 2023 your employees are due for training, or will become due, during 2025. If you last trained before 2023, your employees are due now! CEA has a variety of harassment prevention training options (private in-person, or virtual training, webinars, etc.). Remember, CEA members can access online, on-demand harassment prevention training for free for both employees and supervisors, through CEA University!
• Workplace Violence Prevention Plans: Most employers were required to develop a Workplace Violence Prevention Plan and train employees by July 1, 2024. If you aren’t up to date on this important requirement, visit our Workplace Violence Prevention Plan
• New Laws: It’s also important to stay up to date on the new laws and regulations going into effect this year, including minimum wage and exempt salary increases, new laws regarding wage-and-hour supervisor trainings and audits, and leaves of absence developments. Register now for our upcoming 2025 Labor Law Update on January 15 from 10:00-11:30 a.m., where we will cover employment laws impacting California businesses.

Need assistance with any of these services for 2025? Give CEA a call at 800-399-5331 or email us at CEAinfo@employers.org to get started.

Posted by Virginia Young, J.D., HR Compliance Director on January 1, 2025

Tags: Employers Report

Employers who use the IRS standard mileage to reimburse employees who drive their personal cars on company business rate will need to pay a little more in 2025. The IRS announced on December 19 that the standard mileage rate for business use will increase to 70 cents per mile on January 1, 2025, up from 67 cents in 2024.

The IRS also announced the following 2025 rates, which are the same as 2024 levels:

• 21 cents per mile driven for medical or moving purposes for qualified active-duty members of the armed forces.
• 14 cents per mile driven in service of charitable organizations.

These rates apply to electric and hybrid-electric automobiles, including gasoline and diesel-powered vehicles.

Why This Matters

California’s Labor Commissioner has found that the IRS mileage reimbursement rate is “reasonable” for purposes of complying with Labor Code Section 2802. LC 2802 requires employers to reimburse employees for all reasonable and necessary business expenses, such as using a personal vehicle for work purposes.

We encourage employers to use the standard mileage rate to pay tax-free reimbursements to employees who use their own vehicles for business as an alternative to tracking actual costs for operating an automobile for business use.

Next Steps

• Review your expense reimbursement policies.
• Utilizing the IRS mileage reimbursement rate for your employees is smart and easy. It covers all of their expenses including gas, insurance, and vehicle maintenance.
• Notify your controller/bookkeeper or whomever facilitates your expense reimbursements of this new increase.
• Review your remote worker policy-is it time for an update? Have you clearly designated and documented your 100% remote employees vs. hybrid employees?
• It’s important that you are accurately paying your employees not only for their drive time but also for any business expenses incurred on behalf of your company.

More questions? Members can contact an HR Advisor at 800.399.5331 or CEAinfo@employers.org.

Posted by Kim Gusman, President & CEO on January 1, 2025

Tags: Employers Report

Happy New Year! I can’t believe it’s already January, 2025! Thank you for allowing CEA to serve your HR needs for the past 87 years. Thank you for trusting us with your questions and allowing us to walk you through the in’s and out’s of California employment laws. It’s a privilege to be able to lighten your load and bring you Peace of Mind!

Effective leaders are busy and they need to stay abreast of the new laws impacting their business in the New Year, so I’ve dialed things down to provide you with a Reader’s Digest version of the most far reaching 2025 California employment laws. I’ve also included a to-do list after each law to help you keep your business in compliance and out of court.

Compared to prior years, the good news is that 2025 is a fairly light year when it comes to new employment laws! I’ve highlighted seven laws that impact the majority of businesses in California. When you need or want more information on any of the bills below, just click on the links, give us a call, send us an email, or join us on January 15 for our Encore Labor Law Update webinar.

1. Minimum Wage Increase (SB3). As of January 1, 2025, the minimum wage in California increased from $16 to $16.50 per hour for all hourly workers. Salaried employees now need to earn at least $68,640 in order to remain exempt from wage and hour laws, such as breaks, meal periods and overtime.

TO DO: Put up New Poster, Increase wages as needed, and give updated Wage Theft Notices to hourly employees.

2. Ban on Captive Audience Meetings (SB399)-CA Worker Freedom from Employer Intimidation Act. This law prohibits employers from discharging/retaliating/or taking adverse action against an employee if they don’t want to attend a work meeting where the employer gives their opinion on political, religious or union matters. Employees who refuse to attend have a right to compensation. Exceptions exist for religious organizations & education institutions and political organizations.

TO DO: Train your managers-no more captive audience meetings!

3. Whistleblowers are Protected Updated Poster. (AB2299) The Labor Commissioner’s prior posting was a “sample” which didn’t guarantee compliance with posting requirements. The new poster guarantees posting compliance. This whistleblower notice must be written in a font larger than 14 point and contain the whistleblower hotline’s telephone number.

TO DO: Update Your All in One Poster or other job postings

4. Workers Compensation Poster (AB 1780). Another Poster Update. This new updated notice informs employees that are injured at work that they have the right to consult an attorney and that attorney fees will be taken out of any recovery.

TO DO: Update Your All in One Poster or other job postings

5. Drivers License Discrimination in Job Listings (SB1100). California employers may no longer require job applicants to have a valid drivers license when posting a job or on a job application, unless driving is a function of the job and other modes of transportation are not comparable in terms of travel time and cost.

TO DO: Review your job applications and job postings and remove DL requirements.

6. Crime Victims Leave (AB2499). Leave laws and rights have been expanded for victims of violent acts. There is a new definition of a crime victim. All employers must give employees a notice (which is still being created by CA Civil Rights Department) in 4 circumstances: when hired, annually, upon request, and when there is a qualifying circumstance. Reasonable accommodations to protect employee safety at work will now be required when the employee or their family member is the victim. And, if your company has more than 25 employees, employees may take leave for expanded reasons when the employee or their family member is a victim. Employees may use their Paid Sick Leave for expanded purposes.

TO DO: Review your employee handbook and leave law policies-update as needed.

7. Written Contracts for “Freelance” Independent Contractors (IC) (SB988).This law requires any person or company who hires a “freelancer” for specified professional services as an IC to draw up a written contract if the services are equal to or greater than $250. The company must give a copy to the IC and retain a copy for four (4) years.

TO DO: Review your IC policies-Create written contracts if needed-make sure your IC’s are properly classified.

That’s it in a nutshell!  For more information, please join us on January 15 for our Encore Labor Law Update webinar. Members can also contact us for free phone support at 800-399-5331 or email us at: ceainfo@employers.org for a fast and accurate reply. Soon we will have a Live Chat feature for you too!

From all of us at CEA-Here’s Wishing You and Yours a Happy and Prosperous New Year! Let us help you Thrive in 2025!

Posted by California Employers Association on December 1, 2024

Tags: Employers Report

CEA Membership Highlight: On-Demand Training 

Looking to expand your knowledge in 2025? Start 2025 of strong with a comprehensive training plan. Through our on site, virtual, or on-demand training options, CEA can help you level up your skill set. CEA Members have free access to over 100 on-demand, online courses at no cost via CEA University. These courses allow employees to learn at their own pace and allow you to leave the training, and pick it up again where you left off.

Posted by Giuliana Gabriel, J.D., Vice President of Human Resources on December 1, 2024

Tags: Employers Report

Inevitably, at each year’s end, California employers must budget for increasing minimum wage and salary requirements taking effect on January 1st. Because the last few years have been marked by persistent inflation, this has led to wage increases and “growing pains” for many small and mid-sized businesses.

Now is the time to plan ahead: assess your budget for the upcoming year, consider whether any personnel restructuring is needed, and make sure your organization is staying financial healthy.

2025 Minimum Wage and Exempt Salaries

California’s minimum wage for non-exempt employees will increase to $16.50 per hour for all employers, regardless of size, starting January 1, 2025.  This means that overtime pay (at time and a half) will be $24.75/hour.

This new minimum wage also impacts your exempt, salaried employees. The minimum exempt salary is bumped up to $68,640 annually for 2025.  The “white collar” exemptions (administrative, executive, and professional) for exempt employees, is always two times the State’s minimum wage (times 2080 hours/year). Remember, to be properly classified as “exempt,” employees must satisfy both a duties test and minimum salary requirement. CEA members can access our Exempt Analysis Worksheets for guidance on properly classifying employees, on our HR Forms page.

Computer Professionals

For those who are properly classified as exempt “computer professionals,” the minimum salary amounts are increasing for 2025 as follows:

• $56.97/hour
• $9,888.12/month
• $118,657.43/annually

Physicians/Surgeons

For those properly classified as an exempt “licensed physician or surgeon,” the minimum salary amount is increasing for 2025 as follows:

• $103.75/hour

Industry-Specific Wages

Additionally, certain industries are now subject to their own minimum wage and salary requirements. For fast food workers at limited-service restaurants that are part of chains with over 60 locations nationally, they must receive a minimum wage of $20/hour, and exempt employees are entitled to an annual minimum salary of $83,200.

For healthcare workers, new minimum wage requirements apply and vary based on the type of health care facility. These minimum wages became effective on October 16, 2024, and range from $18/hour to $23/hour, with set future increases. To be properly classified as exempt, covered health care workers must earn 1.5 times their applicable health care minimum wage, or 2 times California’s minimum wage, whichever is greater.

Local Minimum Wages Ordinances

Many jurisdictions in California have enacted minimum wage ordinances that require employer to pay higher minimum wages than the State requires, for work performed within their geographical boundaries. Some require a minimum amount of hours (e.g., 2 hours per week) before this rule will apply. Remember to check local minimum wages when you have remote non-exempt workers and when you send workers to various job sites in different cities or counties.

Depending on the city or county, most local minimum wages increase every year on either January 1 and/or July 1. CEA members can access all current local minimum wage requirements in our Local Minimum Wage Fact Sheet on our HR Forms page. Once all of the local increases are announced for January 1, 2025, we will update our Fact Sheet (so be sure to download the 2025 version in January)!

Budgeting Tips

When budgeting for 2025, employers should calculate how increases will impact their bottom line. Some questions to consider include:

• Should we reclassify any employees from exempt to non-exempt based on the new minimum salary?
• Do we need to change our practices in permitting overtime, based on the new overtime rates?
• Should we raise our prices on our products or services to account for the wage increases?
• Do we need to consider any furloughs or layoffs to stay financially healthy?

See our Layoffs, Furloughs and More Fact Sheet here for important considerations.

At CEA, we are experienced in “getting creative” when it comes to uncovering HR solutions for your business. CEA members can call us on our HR support line for additional guidance, at 800.399.5331.

Posted by Virginia Young, J.D., HR Compliance Director on December 1, 2024

Tags: Employers Report

While California law has long protected employees who may need time off to attend court for a variety of reasons, including time off for jury or witness duty, or when the employee is a victim of a crime, January 1, 2025 will expand employee rights further, based on Assembly Bill 2499.

There are several moving parts to this new bill and employers will need to ensure compliance with their handbook policies. CEA has a number of options to ensure your employee handbook is up to date – learn more here.

Key Changes of AB 2499:

• New definition of a crime victim: Defined as “an individual against whom a ‘qualifying act of violence’ has been committed. ” A “qualifying act of violence” includes domestic violence, sexual assault and stalking, as well as causing bodily injury or death, exhibiting, drawing, brandishing or using a firearm or other dangerous weapon, or using or making threats of force to cause physical injury or death.
• Reasonable Accommodations (Family Members): Employers have an obligation to make reasonable accommodations for an employee’s safety at work when the employee is the victim or their family member is a victim of crime. The addition of “family member” is new for 2025 when it comes to accommodation requirements.
• Paid Sick Leave Expansion: Employees may use paid sick leave for crime victim leave, which will now include expanded reasons for employers who have 25 or more employees (see below).
• Brand new notice requirements: Employers must issue written notification of their rights in four instances: to all new employees, to all staff members on an annual basis, upon request, and whenever the employer learns that an employee or their family member has become a victim. (The State will issue a form to comply with this notice requirement by July 1, 2025. Employers are not obligated to provide notice until the State form is posted on the Civil Rights Department’s website.)
• Enforcement: While these laws were previously under the Labor Code, the requirements have been recast under the Fair Employment and Housing Act (FEHA) with enforcement by the Civil Rights Department (CRD). Discharging, discriminating or retaliating against an employee who is a victim, or whose family member is a victim, will be unlawful employment practices under FEHA.

Other Significant Changes Impacting Employers of 25 or More Employees:

• Expanded reasons for which an employee may use leave, including leave when a family member is the victim. Some examples include: to attend certain court proceedings, to receive medical attention, psychological counseling, safety planning, relocation, caring for family members under certain circumstances, and more.
• Employers may limit the total amount of leave taken for these reasons to 12 weeks total and in some instances when the employee’s family member (as opposed to the employee) is the victim, to 10 or five days.

AB 2499 does not change other laws requiring time-off for employees to attend judicial proceedings, or other proceedings where a victim’s right is at issue, involving certain specified crimes (See Labor Code sections 230.2 and 230.5).

How Should you Prepare?

The law takes effect on January 1, 2025, so we’ll help you keep an eye out for the new posting. Once you have it, give the notice to all employees as soon as it is available. Additionally, this a good time to begin reviewing and revising your policies around leaves of absence and employee sick leave rights.

Call us or email us at 800.399.5331 or CEAinfo@employers.org for more information.

Posted by Kim Gusman, President & CEO on December 1, 2024

Tags: Employers Report

Governor Newsom signed dozens of bills, including new notice requirements for whistleblowers and restrictions on employer speech rights, many of which will take effect on January 1, 2025. We’ve highlighted some of the big changes below so you can begin preparing for their implementation date. We also invite you to join our webinar on December 4, 2024, at 10:00 a.m. PST for more details.

Minimum Wage Increase 

SB 3: California Minimum Wage. The State’s minimum wage is increasing to $16.50/hour for all hourly employees.* That means the exempt employee salaries will need to meet the minimum salary increase to $68,640/year.  (This is calculated by taking two times the State minimum wage times 2080 hours in a year.). *Fast Food businesses with 60  or more locations need to continue to pay hourly workers $20.00 per hour or $83,200 for salaried employees. The Health Care Workers minimum wage, which ranges from $18 to $23/hour, took effect on October 16, 2024.

Note: Prop 32 would further increase the minimum wage-to $18.00/hour in 2025 (for businesses with 26 or more employees), and to $17.00/hour in 2025 (for businesses with 25 or fewer employees). On November 19, Associated Press called Prop 32’s narrow defeat. The California Secretary of State has until December 13 to certify the election results.

What employers need to do:

• Budget to comply with new minimum wage (and minimum exempt salary) amounts
• Prepare to update Wage Theft Notices for non-exempt employees as needed
• Expect updates to the required minimum wage workplace posting

Ban on Forced Work Meetings for Religion and Politics

SB 399: Employer Speech Rights. Known as the California Worker Freedom from Employer Intimidation Act, this law prohibits public and private employers from discharging, retaliating, or taking adverse action against an employee (or threatening to do so) if an employee declines to attend or listen to an employer meeting/communication regarding the employer’s opinion on political or religious matters. Employees who refuse to attend would still have a right to be compensated during the meeting. The law includes specified exceptions including for certain religious organizations, political organizations, and educational institutions. “Political matters” means matters relating to elections for political office, political parties, legislation, regulation, and the decision to join or support any political party or political or labor organization. “Religious matters” means matters relating to religious affiliation and practice and the decision to join or support any religious organization or association. Violations may result in a $500 fine, civil action against the employer, and enforcement by the Labor Commissioner.

What employers need to do:

• Ensure supervisors/managers are trained on employee rights/protections concerning politics and religion, particularly near election cycles

Posting Protections for Whistleblowers

AB 2299: Poster Update.  AB2299 mandates the Labor Commissioner to update its “Whistleblowers Are Protected” poster to ensure compliance with all current legal requirements. As of January 1, 2025, employers that post the model notice will be deemed in compliance with the requirement to prominently display the list of employees’ whistleblower rights and responsibilities.

What employers need to do:

• Order a new All In One 2025 Labor Law Poster from CEA, or
• Print out an up-to-date Whistleblower poster to post at your worksite

Modifies Time Off for Victims of Violence

AB 2499: Crime Victims Leave Expansion. AB 2499 creates new reasonable accommodation requirements for employees who are victims (or have family members who are victims) of qualifying violent acts. Victim leave rights are expanded for employers with 25 or more employees, who are required to offer victims (or employees who have family members who are victims) time off for a number of purposes, for up to 12 weeks total. Paid sick leave is also expanded to cover qualifying time off under AB 2499. The bill also includes a new employee notice requirement (still being developed by CRD), which must be provided to employees at hire, annually, upon request, and upon qualifying circumstances.

What employers need to do:

• Ensure employee handbook/leave policies and forms are updated
• Comply with new notice requirements for employees, once notice is developed by CRD

Driver’s License Discrimination in Job Listings

SB 1100: Job Listing and Driver’s Licenses. SB110 prevents employers from requiring an applicant to have a valid driver’s license in a job advertisement, posting, application, etc. unless: (1) the employer reasonably expects driving to be one of the job functions for the position, AND (2) the employer reasonably believes that satisfying the job function using an alternative form of transportation (walking, biking, taxi, etc.) would not be comparable in travel time or cost to the employer.

What employers need to do:

• Evaluate your job advertisements, postings, etc. for compliance

Vacation Time not Required for Paid Family Leave

AB 2123: Paid Family Leave Change. Employers used to be able to require employees to take up to 2 weeks of accrued vacation before using California Paid Family Leave (PFL) benefits through the State. This no longer applies. Now, employers may no longer require employees to use accrued vacation leave before using PFL.

What employers need to do now:

• Update your Paid Family leave policy accordingly

Independent Contractor Protections

SB 988: Contracts for Independent Contractors. Requires the hiring entity to execute a written contract with an independent contractor for certain professional services equal to or greater than $250. The contract must include specified terms, and the hiring entity must provide a copy to the independent contractor and retain the contract for 4 years, among other requirements.

What employers need to do:

• Review policies relating to the hiring and payment of independent contractors
• Revise document retention policies concerning independent contractors
• Ensure that independent contractors are properly classified as such under California law
• Consult legal counsel as needed

Good News!

CEA will review all of these laws in much more detail and take your questions in our 2025 Labor Law Update. Join us for this informative webinar on December 4, 2024, at 10:00 a.m. P.T. Registration is $69 for CEA members and $149 for non-members.

Posted by California Employers Association on December 1, 2024

Tags: Employers Report

Each year, as new employment laws are enacted, updates to labor law posters are almost guaranteed and 2025 is no exception!

California employers are aware that they must display the required federal and state posters in a prominent location at the worksite, and should distribute them to fully remote workers. California employers must also post certain required notices in the language of non-English speaking employees who comprise at least 10% of their workforce. Failure to post the required posters can result in hefty fines.

CEA is ready to fulfill your poster requirements with our all-in-one Labor Law Poster! Displaying a single poster simplifies your compliance obligations. If you haven’t already, order your 2025 Labor Law Poster here. Your receipt is proof of compliance until your poster arrives.

What are the 2025 Updates?

So far, required updates include:

1. The Whistleblower Poster, mandated by AB 2299, requires the Labor Commissioner to update the “Whistleblowers Are Protected” poster to meet all current legal standards, including a list of employee rights and responsibilities under existing whistleblower laws. The notice must be in a font larger than 14 point and contain the telephone number to the whistleblower hotline. While the Labor Commissioner currently has a sample notice, it includes a disclaimer that it doesn’t guarantee compliance. AB 2299 fixes this issue. Starting January 1, 2025, employers who display the new model notice will be considered compliant with the mandate to prominently exhibit employees’ whistleblower rights and responsibilities.
2. The Workers’ Compensation Poster, required by AB 1870, now obligates employers to include information on the “Notice to Employees – Injuries Caused by Work” (i.e., workers’ compensation) notice about an employee’s right to seek advice from a licensed attorney regarding their rights under workers’ compensation laws, and clarifies that attorney fees will typically be deducted from an injured employee’s settlement.
3. State Minimum Wage: The State’s minimum wage is increasing to $16.50/hour on January 1, 2025. This means that the minimum wage poster will be updated accordingly.

CEA offers various poster options for employers, including both paper and laminated all-in-one posters on the CEA Store. Our posters are double-sided, with English on one side and Spanish on the back. If you have both English and Spanish-speaking employees, we recommend ordering two posters so you can prominently display both languages.

Posted by Astrid Servin, PHRca, HR Director on December 1, 2024

Tags: Employers Report

California employers must ensure their teams complete harassment prevention training to stay compliant-and it may save your holiday party, too! With two hours of training for supervisors, and one for employees, every two years, the training covers the essentials of recognizing and preventing workplace harassment. Beyond meeting California’s legal requirements, this training can help everyone navigate seasonal celebrations responsibly. After all, a respectful workplace is the best gift you can give! If the last time you conducted your harassment prevention training was in 2022 and you’re overdue, let CEA help you check this off your list!  Keep your team compliant with our easy options:

Virtual Trainings/Live Webinars

Live webinars are a welcome option for those who want to sit back and learn from a live trainer,  from the comfort of their laptop. CEA’s last live webinar of the year is coming up on December 12, 2024. Register your supervisors and/or employees in a live webinar where our trainers will satisfy the legal requirements in a friendly and engaging environment.

On Demand Courses via CEA University

On-demand training provides more flexibility when your staff has different schedules. Visit CEA’s website to enroll your staff in a self-paced California compliant course, in either English or Spanish. Employees can learn at their own pace and at their own time.  Our on demand system will save their progress, allowing them to stop and return to the course at their convenience.

Private Trainings-Virtual or Onsite-Just for Your Team

Private trainings often result in increased interaction and leave a lasting impact on your staff. CEA’s trainers are available for private harassment prevention training in either English or Spanish. Our trainers will work with you on enrolling an unlimited amount of participants in a single session at a low cost. Premier and Ultimate members-you can use your member hours towards this training! Schedule yours today by emailing us at ceainfo@employers.org or calling us at 1-800-399-5331.