A new year brings new employment laws for California employers. California employers will want to begin revising employee policies and handbooks now, so that they are prepared to comply with these new laws when the majority of them go into effect on January 1, 2023. Here are five new employment laws that every California employer should know:
AB 1041 (Expanded Definition of “Family Member” for Medical and Sick Leave)
Through AB 1041, the California legislature amended Government Code section 12945.2 and Labor Code section 245.5 to expand the definition of “designated person” for purposes of employee medical leave. Section 12945.2 provides qualifying employees with up to 12 workweeks in any 12-month period for unpaid family care and medical leave. Section 245.5 relates to California paid sick leave. Both sections permit an employee to take protected leave to care for a “family member,” which is currently defined as a child, parent, grandparent, grandchild, sibling, spouse, or domestic partner. With the passage of AB 1041, the Legislature added a “designated person” to this list of “family members” for whom an employee may take protected leave. A “designated person” is defined as “any individual related by blood or whose association with the employee is the equivalent of a family relationship.” In light of this broad definition, employers should be prepared to provide employees with leave to care for a wider range of persons. An employee may identify his or her designated...
Congress leader Jairam Ramesh criticised the Election Commission of India (ECI) on October 2 for appointing a committee to review ECINET’s compliance with legal provisions, describing the commissi...