What's New For California Labor Laws In 2022?
Laws and policies change—California employment law isn't an exception. That's why employees and California Employment Lawyers need to stay updated and keep up.
Let's look at the most significant changes in California Labor Laws and see how they affect you.
5 Crucial Changes To California Labor Laws
There were a few changes to California Employment Law; however, here are the most significant ones this 2022:
1. Minimum Wage Raised
On January 1, 2022, California's minimum wage for businesses with 25 or fewer employees will rise to $14.00 per hour. In addition, an increase of $15.00 per hour will be implemented for firms with 26 or more employees.
Certain cities' minimum wages, on the other hand, may be higher than the state's if they do not fall below the state's minimum wage.
Employers must also pay full-time, exempt employees at least two times the California minimum wage (based on a 40-hour workweek). Consult an Employment Lawyer in Los Angeles right away if you are still being paid less than the new minimum wage.
2. Intentional Pay Theft Will Be Included In The Penal Code's Definition Of "Grand Theft"
Under the new law, an employer's willful theft of pay over $950 from one employee or $2,350 for two or more employees in any consecutive 12-month period is a crime punishable as a misdemeanor or felony.
Independent contractors are considered employees under this new law. Hence, if you've experienced pay theft, you can sue your employer for Grand Theft regardless of your employee classification. If you've experienced wage theft, contact an Employment Attorney in Los Angeles ASAP.
3. Employees Need To Know About Productivity Quotas In Warehouses And Distribution Centers
AB 701 amends the Labor Code to require warehouse and distribution operations to provide written information to their employees about productivity quotas.
According to this bill, employees cannot be pressured to meet a quota that prevents them from meeting meal and rest break requirements, using toilet facilities, or adhering to occupational health and safety rules.
4. Some Exemptions To The ABC Test
AB 1561 alters the following existing ABC test exemptions:
Licensed manicurists (effectivity date extended to January 1, 2025).
Contractors that work as subcontractors in the building industry (applicable timeframe extended to work performed before January 1, 2025).
A person licensed by the Department of Insurance and works in the insurance industry performing underwriting inspections, audits, risk management, or loss control (effective date extended to January 1, 2025).
5. California Family Rights Act Modifications
AB 1033, which amends the California Family Rights Act, now covers employees who care for a parent-in-law ("CFRA").
Employers must provide any eligible employee with up to 12 workweeks of unpaid protected leave for family and medical reasons under the CFRA.
Consult a prescreened Los Angeles Employment Lawyer if you've been denied leave or fired in violation of the CFRA.
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