California employers need to be prepared for new laws that become effective starting in the new year. Below is a brief overview of those laws (including the collection of diversity for venture capital companies, an amendment in non-compete law, new protections for workplace violence and harassment, increased and expanded leaves, new presumption of retaliation for protected activities, and updates to workplace cannabis laws), their effective dates, and what employers should do now to prepare.
SB 54: This law requires venture capital companies meeting certain criteria (a “covered entity”) to collect and maintain diversity data relating to the founding teams of their portfolio companies and to report such data to the Civil Rights Department. A “covered entity” includes venture capital companies based in, or that have a significant presence in California, and that solicit or receive investments from California residents. The first reporting date is March 1, 2025.
How Employers Should Prepare: (1) determine whether you are a “covered entity” based on the criteria outlined in the new law; (2) if you are a covered entity, review your data collection and maintenance procedure and whether it currently includes the collection and maintenance of diversity data; and (3) begin collecting the relevant diversity data and be prepared to report it on March 1, 2025 and annually thereafter.
SB 699:...
Pakistani actress and model Ayesha Omar has strongly denied a controversial statement falsely attributed to her on social media. In recent days, a statement circulated online claiming that the act...