An employment law expert said there wasn’t much good news for most California business owners, based on the legislative changes taking effect Jan. 1, but some employees might appreciate them.
Minimum-wage hikes for certain industries and more sick-pay requirements have once again raised the cost for employers, which was largely the audience for the Santa Clarita Valley Chamber of Commerce’s annual employment law update at College of the Canyons.
“Let’s call it what it is, guys — you’re going to see more sick days on Mondays and Fridays than we’ve ever seen before, that’s going to happen,” said Brian Keogle, a partner in the labor and employment practice group at Greenspoon Marder LLP. Koegle’s law office is in Texas, but 90% of his practice remains in Califiornia, largely in the SCV, and he’s given the presentation annually for several years.
Koegle’s comment about three-day weekends referred to changes in the state’s paid sick-leave requirements, which upped the minimum requirement to 40 hours per year, up from 24 hours. This applies to part-time workers as well.
Another point Koegle made is that employers have to be careful about remote workers, because even if the employee spends a small amount of time in working in an area such as the city of Los Angeles, even if the business is based in the SCV, then the employee must be treated as an employee under the city of L.A.’s rules and protections. In the city of L.A. for example, employees must get 48 hours of sick pay.
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