California
Updated to reflect the permanent enjoinment of AB 51 relating to certain mandatory arbitration agreements.
Updated to reflect the California Department of Public Health's (CDPH) revisions to several COVID-19-related definitions and isolation and testing requirements, effective January 9, 2024.
California employers may continue to require employees to enter an arbitration agreement as a condition of employment now that the law that sought to ban the practice has been permanently enjoined.
Berkeley, California, employers with 10 or more employees in the City of Berkeley who are not subject to a collective bargaining agreement should consider including this statement in their handbook to educate employees, including supervisors, about special rights and protections available to employees under the Berkeley Fair Workweek Ordinance.
Updated title (formerly Paid Sick and Safe Time Handbook Statement [Lump Sum Method]: California) for stylistic reasons; and updated statement and guidance to reflect amendments to the Healthy Workplaces, Healthy Families Act, effective January 1, 2024.
Updated title (formerly Paid Sick and Safe Time Handbook Statement [Accrual Method]: California) for stylistic reasons; and updated statement and guidance to reflect amendments to the Healthy Workplaces, Healthy Families Act, effective January 1, 2024.
Updated to reflect a change in the 2024 annual inflation adjustment to the minimum wage.
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