As 2021 is quickly coming to an end, this article focuses on five steps employers can take in preparation for 2022:
1. Update employee handbooks to comply with AB 1033 which expanded the definition of family members covered under the California Family Rights Act.
AB 1033 passed in 2021 and takes effect on January 1, 2022, adds parents-in-law to the definition of “parent” for purposes of qualifying leave under the California Family Rights Act (CFRA). As a reminder, effective January 1, 2021, SB 1383 took effect that requires employers with 5 or more employees to comply with the CFRA. Employers with as few as five employees must provide up to 12 weeks of unpaid job protected leave during any 12-month period for certain covered reasons. In addition, the definition of family members covered under the CFRA was expanded under SB 1383 so that it no longer just includes a spouse, a parent or a child, but employees can take leave to care for grandparents, grandchildren, siblings, or domestic partners with a serious health condition. Employers should review their CFRA policies to ensure compliance with these recent changes.
2. Review new hire packets and documents to ensure employees are receiving all required documents, and the most current versions of the required documents.
California employers are required to provide certain information and forms to new hires. For example, California employers are required to provide non-exempt employees with certain information upon hire as...
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