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Two New Laws California Employers Need To Comply With

Posted on in Business Litigation

A new year means new laws for California employers to comply with. There were several new laws that went into effect on Jan. 1, 2015 that business owners will want to take the time to understand to insure that their business practices are not violating state law.

Today, we will be discussing two of the most important new laws for employers to be aware of.

First, businesses of all sizes will be required to provide every employee with mandatory paid sick leave under AB 1552 beginning on July 1. The new law requires employers to provide employees with one hour of paid sick leave for every 30 hours of work.

All employees -- including full-time, part-time, temporary, migrant and seasonal employees -- who work at least 30 days within the year are eligible for the mandatory paid sick leave. Employers have the option to limit paid sick leave to three days, or 24 hours, per year.

Employers can choose to rollover unused sick time into the next year or pay out unused sick time in a lump sum. Employees are able to accrue up to six days, or 48 hours, of sick leave. However, employers do not have to compensate workers for unpaid sick leave at the end of employment.

Next, employers who are required to provide sexual harassment training to supervisors are now required to include a training component on "abusive conduct" under AB 2053 . Employers should consult with approved trainers to determine how the issue of abusive conduct should be added to sexual harassment training.

The purpose of the new law is to help thwart bullying in the workplace that does not fall within the scope of illegal discrimination. However, the law does not create a cause of action for employees who are bullied but not illegally discriminated against in the workplace.

Just these two law changes alone can have some serious consequences for employers who do not comply. That's why it's important to work with an experienced San Jose employment law attorney to make sure that your business practices are up to speed with the new laws of 2015.

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