These Are The California’s New Employment Laws To Be Effective in 2024

Employment laws protect a strong, stable economy in addition to protecting specific workers. When their rights are respected and they are treated fairly, employees are more committed, engaged, and productive. This dedication has improved company morale and drawn in talented workers by creating a more positive work environment.

Millions of people living in California have access to work options. The Californian government is committed to protecting employers and employees equally. We will explore the new employment regulations that go into effect in 2024 in this article.

Some laws will have a greater impact than others. Here are some of the laws:

  • Cannabis Use Regulation
  • Minimum Wage Revisions
  • Sick Leave Provisions
  • Protection of Whistle-Blowers
  • Mourning or Reproductive Loss Leave

Let us examine these laws briefly.

Cannabis Usage Regulations

Cannabis Usage Regulation

Assembly Bill 2188 forbids employers from treating employees differently because they use cannabis when they are not on the job. This law will be effective January 1, 2024.

Senate Bill 700 states that it is unlawful for employers to inquire about or require disclosures regarding a job candidate’s prior cannabis use. Additionally, this measure prohibits discrimination against applicants based on information about their past cannabis usage that was obtained from their criminal background, unless the employer is legally permitted to take that information into account or question it.

Minimum Wage Revisions

Senate Bill 525 mandates that starting on June 1, 2024, healthcare facilities in California raise their minimum wage schedules.

The applicable minimum pay schedules, which vary from $18 to $23 per hour, will depend on the kind of healthcare institution as well as the size and nature of the enterprise.

SB 525 requires healthcare workers who receive a salary to receive a monthly compensation equivalent to at least 150% of the minimum pay for healthcare workers or 200% of the applicable state minimum wage, whichever is higher, in addition to the various minimum wage schedules.

Minimum Wage

Also, California’s minimum wage for workers will rise from $15.50 to $16 in 2024, a fifty-cent increase. The minimum exempt salary for California workers will rise from $64,480 to $66,560 based on the state minimum wage.

Some counties and communities already have higher minimum wages than the state minimum. For example, Los Angeles is $16.78 and L.A. County is $16.90. As of April 1, 2024, franchisees that own 60 units or more will have to pay a minimum of $20 per hour.

Sick Leave Provisions

The minimum required paid sick leave for full-time employees will now be five days instead of three days as a result of Senate Bill 616. Businesses that “front load” sick leave must provide five days of leave at the beginning of the year.

Paid Sick Leave

When using the accrual method, employers have to allow employees to roll over their accumulated sick days into the following year. Employers may, however, cap the number of paid sick days that a worker can use annually at 40 hours. The statute also increases the accrual threshold from six to ten days.

Protection of Whistle-Blowers

Senate Bill 497 creates a presumption of retaliation if an employee engages in certain protected conduct and is punished or fired within ninety days. These include worker behaviors such as:

reporting violations pertaining to hours worked and remuneration.
divulging to a law enforcement officer or government agency information that an employee possesses that is reasonably believed to be accurate regarding the violation of a state or federal laws, rule, or regulation.

reporting something or trying to protect your equal pay rights.
Employers must dispel the assumption by offering a distinct, legitimate, and non-retaliatory justification for the adverse employment choice.

Senate Bill 497 creates a presumption of retaliation if an employee engages in certain protected conduct and is punished or fired within ninety days. These include worker behaviors such as reporting violations about hours worked and remuneration.

Divulging to a law enforcement officer or government agency information that an employee possesses that is reasonably believed to be accurate regarding the violation of a state or federal law, rule, or regulation.

This also includes reporting something or trying to protect your equal pay rights. Employers must dispel the assumption by offering a distinct, legitimate, and non-retaliatory justification for the adverse employment choice.

Conclusion

The above laws intend to protect employees. The minimum wage increment aims to improve the living standards of the workers in response to the rising cost of living. Also, the whistle-blower protection law will help the victim agencies to enforce the laws better at their workplace. These laws will be implemented in 2024 but the effects of these laws can be seen now as well.

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