Recent California Bills Signed into Law
All Employers with California Employees
Varies; see below
Contact HR On-Call
On July 22, 2016, Governor Brown signed a number of bills into law. The bills become effective January 1, 2017, unless otherwise noted. Key provisions from each bill are summarized below:
Wages Must be Paid Weekly to Security Guards Employed by Temporary Services Employers
AB 1311 specified that, with certain exceptions, security guards employed by a private patrol operator who is a temporary service employer must pay employees’ wages weekly. The bill was enacted as an urgency statute and took effect as of July 22, 2016.
Work Experience Education and Job Shadowing Limitations
AB 2063 broadens the current limitations on work experience education and job shadowing. Pupils can now (1) participate in, and receive credit for, a work experience education if they are at least 14 years old (previous requirement was 16 years old) and (2) participate in a job shadowing experience for up to 40 hours (up from the previous 25 hours maximum), if the principal of the pupil’s school certifies that such work experience education and job shadowing is necessary for their participation in a career technical education program.
Itemized Wage Statement Exemptions
Currently, employers are required to provide, in writing, a statement containing specific information about an employee’s wages. Total hours worked by an employee must be included on the written statement, unless the employee’s compensation is based solely on a salary basis and the employee is exempt from overtime. AB 2535 goes further and exempts the total hours worked requirement from written statements prepared for employees who are exempt from payment of minimum wage and overtime under specifically identified statutes or applicable wage order. See the full text here.
Independent Medical Review in Workers’ Compensation Claims
Employees who have been injured at work may be treated by their own healthcare provider or the company’s medical provider network (“MPN”). If treatment or diagnosis is disputed, employees have the option of requesting an MPN independent medical review. Currently, independent medical review is subject to the standards established by statute, or uses the American College of Occupational and Environmental Medicine’s Occupational Medicine Practice Guidelines. SB 914 deletes the authorization to use the Occupational Medicine Practice Guidelines as a standard for the independent medical review.
- Subscribers can call our HR On-Call Hotline at (888) 378-2456 for further assistance on how these bills may affect your workforce.
Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser.
© 2016 ManagEase, Incorporated.
Leave a ReplyWant to join the discussion?
Feel free to contribute!