On March 17, 2016 the U.S. Department of Labor (DOL) released a final rule updating the regulations governing which executive, administrative, and professional employees are entitled to the minimum wage and overtime pay protections of the federal Fair Labor Standards Act (FLSA). These changes are effective on December 1, 2016 and impact all employers, including those in California.The key changes of the ruling:
Parental Leave Protections (SB 1166), the New Parent Leave Act, would require employers to provide up to 12 weeks of job-protected parental leave for an employee (male or female) to bond with a new child within one year of the child’s birth, adoption or foster care placement. While California Family Rights Act (CFRA) already provides this protection to employees working for employers with more than 50 employees if they work 1250 hours in the
U.S. Citizenship and Immigration Services (USCIS) has advised that employers should continue using the current version of Form I-9, even though the March 31, 2016 expiration date on the form has passed. The agency recently proposed several revisions to Form I-9 and stated that it will provide updated information about the new version of the Form I-9 as it becomes available.
The California Department of Fair Employment and Housing (DFEH) has released guidance for employers regarding transgender workers’ protections under the state Fair Employment and Housing Act (FEHA).
People who identify as transgender are protected by the FEHA. The law prohibits harassment and discrimination in employment because of (among other things) sex,