New California employment related laws run the gamut for 2025, ranging in topics from overtime for ag workers, to rules about heat standards, to paid sick leave and minimum wage ordinances.
The lengthy list was discussed during a seminar for prospects and clients of Santa Rosa-based Spaulding McCullough & Tansil law firm on Jan. 8.
The Overtime for Agricultural Workers Act of 2016 that triggered the standard for extra hours in this field expanded this year to include all companies, no matter what size. Before Jan. 1, the rule only applied to organizations with more than 25 workers. Double time, which constitutes a 12-hour-or-more workday, also applies now to all companies.
“And the pay is retroactive if you’re not in compliance,” said Attorney Lisa Ann Hilario, an employment law specialist working alongside Attorney Kari Brown.
The two legal experts used the two-hour stretch to go over the nuances of the new laws and warned company representatives on the virtual conference call of the pitfalls of failing to be informed.
Most employers know minimum wage compliance standards rose to $16.50 statewide and as high as $18.02 (depending on size of the firm) for one of four North Bay cities seeing increases.
If employees travel, the federal mileage reimbursement went up 3 cents to 70 cents per mile.
But be advised, employers must refrain from asking for a valid driver’s license during the recruitment process unless the job requires travel.
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