Our series of employment law updates conclude with a few laws that do not neatly fit into previous categories yet may have a significant impact for affected businesses.
AB 1601 expanded the Cal/WARN Act to include call centers relocating to foreign countries. Such call centers employing 75 or more people must now give a 60-day notice before relocating a call center if the relocation involves laying off 50 or more people.
Beginning on January 1, 2024, nonexempt employers may not penalize employees for cannabis use unrelated to work. Such employers may not require drug screening tests for “nonpsychoactive cannabis metabolites.” The following are exempt:
2023 is now exempt from the statute of limitations framework for plaintiffs claiming sexual assault under certain conditions. This does not include previously settled claims and the defendant must both have been engaged in a cover-up and be an “entity” defined as “a sole proprietorship, partnership, limited liability company, corporation, association, or other legal entity” In order for the statute of limitations to be exempted for 2023.
An employer may use a device to monitor (such as through a GPS function) a vehicle used by an employee only when “strictly necessary” for the employee’s duties. Monitoring can occur only during work hours and with proper notice. Such notice must explain what data will be collected for what purpose and who could access it.
If you have questions or concerns about how these news reports may affect you or your business, please contact The Burton Law Firm at: 916-822-8700 or email info@lawburton.com for a consultation.
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California has required employers to “indemnify” employees for “necessary expenditures or losses incurred by the employee in direct consequence of the discharge of his or her duties, or of his or her obedience to the directions of the employer” in substantially the same terms since 1937 under Labor Code § 2802.
