On Nov. 19, the California Occupational Safety and Health Standards Board voted on and approved an emergency COVID-19 regulation governing employers and workplaces.
http://feedproxy.google.com/~r/shrm/california/~3/9jjYbAXDng0/california-passes-emergency-workplace-covid-19-regulation.aspx

California’s gradual climb to a $15 minimum wage will continue on Jan. 1, 2021, and some local minimum wages will increase at the same time.
http://feedproxy.google.com/~r/shrm/hrnews/~3/6gAf98Gih5M/get-ready-for-california-statewide-and-local-minimum-wage-hikes.aspx

California employers may not realize that even if nonexempt employees are paid entirely through commissions, they may be entitled to overtime pay if they work beyond a certain number of hours.
http://feedproxy.google.com/~r/shrm/california/~3/Epv-oY3XU3o/commission-based-financial-advisors-entitled-to-overtime-pay.aspx

The California Department of Fair Employment and Housing created a page to assist employers with pay data reporting compliance under a new law that takes effect in 2021.
http://feedproxy.google.com/~r/shrm/california/~3/yxacFPPeZPI/california-issues-guidance-on-new-pay-data-reporting-rules.aspx

Voters in the city approved a tax on businesses that pay their chief executive officer or “highest-paid managerial employee” well above the median salary for the rest of their employees.
http://feedproxy.google.com/~r/shrm/california/~3/L-B3aGZs0E4/san-francisco-passes-tax-on-highly-paid-executives.aspx

Californians just passed a ballot measure that will soon expand the nation’s most stringent data privacy law—and it will have an impact on employers across the country.
http://feedproxy.google.com/~r/shrm/california/~3/3j-yMcBRkw4/businesses-nationwide-face-new-privacy-rules-after-california-vote.aspx

California voters passed Proposition 22, which will allow gig-economy companies, such as Uber and Lyft, to classify app-based drivers as independent contractors despite a strict new law that a court recently said makes such drivers employees.
http://feedproxy.google.com/~r/shrm/california/~3/fZe0W8wdgLQ/california-voters-approve-prop-22.aspx

A provision in an employee handbook saying that all company employees were subject to an alternative dispute resolution program was not enough, by itself, to compel arbitration in a former employee’s wrongful termination claim, a California appeals court ruled.
http://feedproxy.google.com/~r/shrm/california/~3/xIsGSiwgPVQ/handbook-reference-did-not-compel-arbitration-of-claims.aspx

An employee’s inability to work under a particular supervisor because of anxiety and stress related to the supervisor’s standard oversight of the employee’s job performance did not constitute a disability under California’s Fair Employment and Housing Act.
http://feedproxy.google.com/~r/shrm/california/~3/KgxW2sGquVU/supervisor-related-stress-was-not-a-covered-disability.aspx

A California employee who did not disclose on her job application a dismissed conviction for misdemeanor grand theft and was subsequently fired could proceed with her lawsuit.
http://feedproxy.google.com/~r/shrm/california/~3/oyjKJsFP6g0/fired-worker-who-did-not-disclose-dismissed-criminal-conviction-gets-trial-.aspx