California Employment Law Firm
Thank you for attending our webinar this past Wednesday, November 13, to learn more about the legal updates that impact your business and policies, the latest developments on New PAGA, and how employers can take proactive, “reasonable steps” to ensure compliance and qualify for penalty reduction.
If you missed our webinar yesterday, here are the recording and the slides.
Terms like “discrimination” and “retaliation” are being thrown around to describe situations that don’t quite fit—from changes in office policies to addressing valid performance issues. In this webinar, Chantelle Cappa Egan, Director of Medina McKelvey LLP’s Advice and Counsel Practice Group, and Melanie Naranjo, Chief People Officer at Ethena, explore the reasons why legal terms are misused and share strategies for managing these situations effectively.
As 2025 approaches, staying ahead of legal changes is more crucial than ever—and we are here to help you prepare. We hope you can join us for this informative webinar, including a Q&A session, on Wednesday, November 13 at 11:00 a.m. PST to help you navigate the year ahead with confidence. Click here to register. We hope to see you there!
Joining us from a prestigious Northern California employment law firm, Melissa has over two decades of employment law experience. A true Jill of all trades, Melissa is a litigator, trial attorney, advisor, trainer, and investigator. As a litigator, she has over 50 jury trials under her belt and focuses on defending harassment and discrimination claims (both in the courtroom and in early dispute resolution). Melissa also has broad expertise providing advice and counsel to employers, conducting impartial workplace investigations, and facilitating dynamic training for employees and HR professionals.
The Legislature passed Assembly Bill 2288 and Senate Bill 92 Thursday, June 27, 2024, and the Governor signed New PAGA into law this week on Monday, July 1, 2024. If you missed our 2024 PAGA Revamp webinar yesterday, check out the replay and the slides here, where you’ll learn the most important things employers need to know to take advantage of the new law. Our litigation and compliance leaders shared how you can immediately take advantage of New PAGA through proactive wage and hour compliance.
The proposed changes to PAGA (as mentioned in our last communication) are now in draft legislation and are making their way through the legislative process. Please join us for an informational panel-style webinar on Tuesday, July 2 at 12 p.m. Pacific Time to discuss the most important things employers need to know to take advantage of the new law.
Below are five quick things employers should know about the PAGA reform currently underway in the legislature. While this is a preliminary assessment based on the limited information we have so far, we wanted to provide employers with the key takeaways from these developments. We will continue to keep you updated as this develops.
Earlier today, the California governor, state legislative leaders, and business and labor groups announced a deal to reform the Private Attorneys General Act (PAGA), which will change the law while avoiding the ballot measure scheduled for later this year.
Senate Bill 553, which amends Labor Code section 6401.7 and adds Section 6401.9 requires most California employers to establish and train on a Workplace Violence Prevention Plan no later than July 1, 2024.
The minimum wage for healthcare workers will increase on June 1, 2024, with the addition of Labor Code sections 1182.14 and 1182.15 (enacted by SB 525). Notably, this law expands the definition of healthcare employee to include most employees who work in healthcare settings, including, for example, janitorial or housekeeping employees.
