Update Applicable to:
California employers and multi-state businesses with employees performing work in California (employee count differs by bill)
California Governor Newsom signed two anticipated bills.
What do employers need to do?
Employers should review the above bills to become familiar with the requirements of the new amendments to existing law to ensure compliance.
What are the details?
SB 848: Leave for Reproductive Loss
Applicable to employers with 5 or more employees, this law goes into effect on January 1, 2024. Following on 2022’s mandatory (unpaid) bereavement leave, SB 848 would require employers to provide eligible employees up to 5 days of (unpaid, unless the employer has an existing policy stating otherwise) reproductive loss leave upon suffering a failed adoption or surrogacy, miscarriage, stillbirth, or an unsuccessful assisted reproduction. The bill would also prohibit retaliation against an individual who uses this leave or shares information about it.
This bill would add Section 12945.6 to the Government Code.
SB 428: Workplace Violence Restraining Orders: Harassment
Applicable to all California employers and multi-state businesses with employees performing work in the state of California. Starting January 1, 2025, SB 428 would allow employers to seek restraining orders on behalf of their employees who have been harassed or suffered unlawful violence or a credible threat of violence in the workplace or reasonably construed to be conducted in the workplace. The bill would prohibit a court from issuing such an order that would prohibit speech or activities protected by the National Labor Relations Act or provisions governing the communications of exclusive representatives of public employees.
This bill would amend, repeal, and add Section 527.8 of the Code of Civil Procedure.
For more information, please see the links below:
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