While this is one of California`s best-known new laws, it won`t impact enforcement until 2024, and many stores are already compliant. The law, the first of its kind in the country, requires stores with more than 500 employees at their California sites to have a “reasonable selection” of toys and childcare items, such as toothbrushes, that do not have gender-specific marketing. The bill aims to reduce “unjustified differences in similar products” and gender stereotypes; The law does not apply to clothing. As with most of these statutes, employers cannot take adverse action against an employee to enforce their rights under the Regulations. However, if an employer takes adverse action against a hotel employee who is known to have engaged in protected activities under the Regulations in the year preceding the adverse action, the employer must provide the employee with a detailed written statement setting out the reasons for the termination or other adverse measures. This year, Emeryville also issued a recall order, effective May 5, 2022, that applies to hotels with more than 50 employees and card rooms, defined as any place where individuals are legally allowed to play a card game for a fee, fee or other compensation. Like other appeal laws, the Emeryville bylaw requires that laid-off workers be recalled to all available positions for which they are qualified based on seniority. The law only applies to individuals who were laid off after Emeryville`s declaration of the COVID-19 emergency on March 19, 2020 if they were employed for six months or more in the 12 months preceding the declared emergency. To be eligible for a position, the employee must have held the same or a similar position at the time of the dismissal or have the same training that would be offered to a new employee occupying that position. Employers must inform employees terminated after the declaration of emergency in writing in the language they understand of their rights under the Regulations and keep copies of the termination and other employment documents for at least three years after the date of the termination. While the ordinance applies to employees covered by a collective agreement (CLA), it does not extend provisions of the CLA that go beyond the requirements of the order. Employees can bring a civil action for violation of the regulations for reimbursement of pay, reinstatement, attorneys` fees and costs. AB 2147, Freedom to Walk Act, would allow law enforcement officers to stop a pedestrian for jaywalking only if “a reasonably prudent person would recognize that there is an imminent risk of collision.” Lawmakers passed, but Newsom vetoed a similar bill last year that would have repealed the state`s jaywalking laws and banned fines until Jan.
1, 2029. California`s new 2022 laws, which will take effect Jan. 1, include wildfire management, lower speed limits, cocktails and higher minimum wages. RELATED: New California mental health, traffic and wage laws signed into law June 1. SAN FRANCISCO (KGO) – Every year, new laws are passed in California in hopes of solving the problems facing the residents of the Golden State. For more information about these new laws and developments or other California labor law matters, please contact BakerHostetler`s Labor and Employment lawyers or your BakerHostetler contact. The new laws, which will take effect Jan. 1, include nationwide protections for workers and key measures to increase the state`s supply of affordable housing, create a more inclusive state, expand access to voters, and protect consumers and the environment from harmful chemicals. January went into effect despite a coalition of California restaurants and grocery stores that filed a lawsuit last week to block implementation of the new rules. California`s state and local government agencies — our state legislature, as well as counties and cities — have been active again this year in their efforts to regulate the workplace. The Littler Workplace Policy Institute tracked these bills as they progressed through the legislature. Some were signed by Governor Newsom earlier this year and have already gone into effect.
Unless otherwise stated, the other sections covered by this section will come into force on January 1, 2023. Notable new laws are summarized below. Employers should begin reviewing these requirements to ensure they comply with the new laws. And don`t miss our annual webinar, “New California Laws,” on October 19, 2022. The provisions of the Anti-Discrimination and Reprisal Act are broad and open. AB 257 prohibits a fast food operator from terminating, discriminating or retaliating against employees who 1) have filed a complaint or disclosed information, “or the fast food operator believes that the employee has disclosed or may disclose information about the health or safety of the employee or the public”; (2) participated in proceedings relating to the health or safety of workers or the public; or (3) refused to perform work that the employee believes would violate laws or worker standards or public health and safety. A loophole for domestic violence ghost guns involving injunctions and red flag laws is closing. Ghost guns are unregistered, untraceable firearms that can be assembled at home. Starting July 1, 2022, these will be included in California`s Red Flag laws, which allow law enforcement and courts to remove firearms from someone deemed dangerous to prevent crime. Ghost weapons can also be included in domestic violence injunctions. Newsom signed the law on September 29. “States across the country are passing laws to demonize the transgender community, especially transgender youth and their parents,” he said in a signing statement.
“By signing this bill, California will ensure that these children and their families can request and receive the medical and mental health care they need. Sen. Scott Wiener, a San Francisco Democrat, SB 886 would exempt housing at public colleges and universities from the provisions of California`s Environmental Quality Act, a 1970s law that developers regret, but which environmental groups and some cities use as pollution protection. The bill aims to address the chronic student housing crisis by sparing the development of environmental lawsuits that have slowed dormitory construction in the past. Campus projects for student and faculty housing should tick off a long list of environmental and labor relations to circumvent CEQAs, which cite cities and community groups in lawsuits challenging development.