17
W
elcome to 2015! Many important
court decisions, legislation and other
employment law developments are
slated to affect your organization’s policies, practices
and compliance obligations in the coming year.
We’ve provided a summary of highlights to get you
off on the right foot.
PAID SICK LEAVE
The new California Healthy Workplaces, Healthy
Families Act of 2014 (A.B. 1522) will require all
employers, regardless of size, to provide at least three
paid sick leave days per year to California employees
(with some specific exceptions for certain employees
covered by collective bargaining agreements). In
particular, as of July 1, 2015, employees must begin
accruing paid sick days at a rate of not less than one
hour per 30 hours worked, and employees can use any
accrued paid sick leave once they have been employed
90 days (including time prior to July 1). Employers can
cap accruals at 48 hours or six days, and can limit use
to 24 hours or three days per year.
The new California law permits paid sick leave to be
used for the diagnosis, care, or treatment of a health
condition of, or preventive care for, the employee or the
employee’s family member (which is broadly defined).
Paid sick leave can also be used for any leave related to
domestic violence, sexual assault or stalking.
BAN THE BOX
California’s Ban the Box law (S.B. 530, which amends
California Labor Code section 432.7) bars public
employers, effective July 1, 2014, from inquiring
about criminal history until after determining that an
applicant has met the job’s minimum qualifications.
In San Francisco, the Fair Chance Ordinance took
effect in August 2014, barring private employers (with
20 or more employees anywhere) from asking about
criminal history until after the first “live interview.”
Other California cities or counties with Ban the Box
laws, each with varying coverage and restrictions,
include Alameda County, Berkeley, Carson,
Compton, East Palo Alto, Oakland, Richmond, and
Santa Clara County.
MINIMUM WAGE
A number of California cities recently have enacted
minimum wage ordinances. Here’s a list of minimum
wage requirements for 2015:
• California: $9.00 (same as 2014)
• Los Angeles (Hotels): $15.37 (new law,
effective July 1, 2015 or 2016, depending on
number of hotel rooms)
• Oakland: $12.25 (new law, effective
March 2, 2015)
• San Francisco: $11.05 (as of January 1,
2015) and then $12.25 (as of May 1, 2015)
• San Jose: $10.30 (increase effective
Jan. 1, 2015)
The federal minimum wage of $7.25 remains unchanged
for 2014. However, President Obama signed Executive
Order 13658 on February 12, 2014, to raise the minimum
wage to $10.10 for workers on federal construction and
service contracts beginning January 1, 2015, and to
provide for adjustments in following years.
By Carolyn Rashby and Jocelyn Chan, Miller Law Group
Employment
Law Wrap-Up
Featured Report
