The Santa Clarita Valley Chamber of Commerce (SCV Chamber) has the answers for new business and employment laws going into effect in 2021.

2021 Employment Law: The Road to Compliance

We can’t overstate the importance of being aware of new employment laws. When a business violates a law there can be devastating consequences for that business. It is crucial to be current on what California is requiring from our businesses to operate this year.

Doing business in California is a challenge, but understanding the rules and regulations, as well as the best practices to comply with those requirements, is an absolute necessity for any business leader to make fully informed decisions.

Please join Brian Koegle and Michael Fostakowsky from Poole, Shaffery, & Koegle for their annual Employment Law Update.

Here is what will be discussed:

• Update on COVID-19 regulations in the workplace
• Latest changes in independent contractor classification
• Wage and hour law update with best practices to avoid claims
• Review of the latest leave laws, including expanded leave for smaller employers (5+ employees)
• Additional mandatory reporting requirements for all employers
• Preview of new laws for 2021

11:30 AM – Virtual Networking

12:00 PM – Program

We are pleased to be partnering with Salt Creek Grille to offer a lunch option for those who would like to pick up their lunch before our event. Make sure to purchase your VIP ticket before Tuesday, January 12 at 5:00 PM.

Registration can be completed at www.scvchamber.com under the Events tab.

New California Employment Laws Are Now In Effect – Make Sure You’re Compliant

There are several new 2021 California employment laws of which employers must be aware, as they may affect daily business operations, policies, and employees. Not only have new COVID-19-related laws in the areas of workers’ compensation, paid sick leave and workplace safety been passed, but also, employers must follow stringent COVID-19 recording and reporting requirements.

Below is a highlighted discussion of some of the new employment law provisions for the year:

• California Minimum Wage Increase – January 1, 2021

The Statewide minimum wage will increase to $13.00 for employers with twenty-five or less employees and $14.00 for employers with at least 26 employees, in addition to additional increases set by local ordinance.

• CFRA Expansion (SB 1383) – January 1, 2021

Expands application of the California Family Rights Act (“CFRA”) to employers with five or more employees

Family Temporary Disability Insurance (“FTDI”) Expansion (AB 2399) January 1, 2021: expands FTDI application to employees who take leave related to covered active duty.

• Sick Leave/Kin Care (AB 2017) – January 1, 2021

Employees now possess sole discretion regarding designation of leave as sick leave when taken for care of a family member.

• Independent Contractor Exception (AB 323) – January 1, 2021

Newspaper carriers continue to be excepted from “ABC” independent contractor test through January 1, 2022.

• Notification of COVID-19 Exposure (AB 685) – January 1, 2021

Expands Cal/OSHA’s authority to issue Stop Work Orders and obligates employers to provide written notice to all potentially exposed employees.

• Settlement Agreements / No-Rehire Clauses (AB 2143) – January 1, 2021

When a no rehire, provision is included in a settlement agreement related to harassment, sexual assault, or criminal conduct, employer is obligated to retain documentation.

• Mandatory Corporate Board Diversity (AB 979) – January 1, 2021

Mandates that a publicly traded corporation with a principal executive office in California appoint members of underrepresented communities to its Board of Directors.

• Statute of Limitations Extension for Discriminatory Discharge (AB 1947) – January 1, 2021

Plaintiffs now have one-year (from six months) to file a discriminatory discharge claim under any law regulated by the Division of Labor Standards Enforcement (DLSE).

• Workshare (AB 1731) – January 1, 2021

Provides for automation of certain workshare program components.

• DFEH Pay Data Reporting (SB 973) – January 1, 2021

Mandates employers report particular pay data to the Department of Fair Employment and Housing (DFEH).

• Whistleblowing Expansion (AB 1864) – January 1, 2021

Provides whistleblower status to employees who have filed an action under consumer financial protection laws.

• Reimbursement of Training Expenses (AB 2588) – January 1, 2021

Facilities designated as acute care hospitals must reimburse for training expenses.

• Wage/Hour Violation Reporting (AB 3075) – January 1, 2022

Violations of the Labor Code or Wage Orders must be registered with the State by violative corporations.

• Mandatory PPE Requirements (AB 2537) – January 1, 2021 / April 1, 2021

Facilities designated as acute care hospitals must ensure employees providing patient care wear PPE (beginning January 1, 2021); and by April 1, 2021, such facilities must keep and retain a three-month stock of PPE.

2021 Required Labour Law Poster – Accepting Orders for Next Shipment

As we look towards the new year, it’s vitally important to keep up with all the latest employment laws in California to ensure your business is compliant. Every business is required to post California Labor Law posters at their workplace. 

Your required 2021 Labor Law Posters are now available for you to order. Below is our pricing:

• Laminated: $37 – Member/$45 – Non-Member
• Paper: $27 Member/$35 – Non-Member

The new Labor Law Posters will be available for collection at the SCV Chamber office. Please note, there is an additional cost for businesses requesting the posters be mailed.

Orders placed after stock is sold out will take 7 to 10 days to receive. If you are interested in placing an order, please email hello@scvchamber.com.

Upcoming Programming

View all our upcoming programming and register at www.SCVChamber.com 

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