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New Employment Laws to be Aware of in California

Posted on in Employment

San Jose employment law attorneys, employment laws in CaliforniaCBS Los Angeles reports that employers and employees alike should be aware that California has several new labor and employment laws on the books.

California’s New Minimum Wage

As of January 1, 2017, California’s minimum wage was raised from $10.00 to $10.50 for most employees in the state—California’s new minimum wage only applies to employees of businesses with 25 employees or more.

While small businesses with fewer than 25 employees are not currently bound by California's new minimum wage increase, such employers will be required to pay their employees at least $10.50 an hour in 2018. Additionally, all California employers should be aware that the state’s minimum wage is projected to continue to rise and to reach $15.00 per hour by the year 2022.

California’s New Overtime Laws

On January 1, 2017, several new overtime laws went into effect in California. Now, employers across California are required to:

  • Pay employees who work more than eight hours in a day time-and-a-half (i.e. 1.5 times their usual hourly pay rate) for time worked in excess of eight hours;
  • Pay employees who work more than 12 hours in a day double-time (i.e. two times their usual hourly pay rate) for time worked in excess of 12 hours; and
  • Pay employees who work seven days in a week time-and-a-half for the first eight hours worked on the seventh day, and double-time for time worked in excess of eight hours on the seventh day.

California’s Fair Pay Act

California’s Fair Pay Act was signed into law by Governor Jerry Brown in 2015, an amendment to the California Equal Pay Act of 1949 to help bridge the pay gap between men and women in California. Now, California has expanded the Fair Pay Act so that it additionally protects against race-based disparities. Employers in California are now required to abide by Senate Bill 1063 and equally pay employees who perform “substantially similar work” under similar conditions, unless the employer can show that the pay discrepancy is based on a seniority system, a merit system, quality or quantity of production, or another permissible factor.

California’s All Gender Bathroom Bill

Under California’s All Gender Bathroom Bill, which went into effect January 1, 2017, employers in the state are no longer allowed to classify a single-user toilet facility on their business premises as either “male” or “female." Instead, these facilities must be identified as an all-gender facility via signage that complies with Title 24 of the California Code of Regulations.

Need Legal Advice?

At Jachimowicz Law Group, our San Jose employment law attorneys have extensive experience representing both employers and employees in a wide variety of employment law disputes and would be happy to assist you. If you are in the midst of an employment law dispute and would like to discuss your legal options, contact our San Jose office today to schedule a free consultation.

Sources:

https://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201520160AB1732

http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201520160SB1063

http://www.dir.ca.gov/dlse/faq_overtime.htm

http://losangeles.cbslocal.com/2017/04/17/california-employment-laws-2017/

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