In Sound Business Insights Episode 41 – Employment Law Updates for 2024 (Part 1) our founder, Dan Watkins, discusses all of the important changes a San Diego or California employer must know going into 2024 and beyond. The only constant in the life of a California employer is change. How can you keep up with all the changes in California law as it relates to an employer? How do you protect yourself from the increasing risks of disputes, lawsuits and class actions facing those who provide employment throughout California?
Sound Business Insights Episode 41 – Employment Law Updates for 2024 (Part 1) begins with an increase in minimum wage for California to $16.00 per hour and an exempt salary minimum of $66,560. There have been significant changes to sick leave (we used to call this PTO) and how quickly employees must accumulate sick leave (40 hours or 5 days by the 200th calendar day of employment). What is the new minimum accrual cap for sick leave? What are the frontloading requirements for a San Diego or California employer and how do you make sure your sick leave policies fulfill the requirements of California law?
Sound Business Insights Episode 41 – Employment Law Updates for 2024 (Part 1) continues to discuss the requirement to notify all employees (past and present) of changes to the law regarding Non-Compete Agreements (NCAs) and how California has made NCAs not only void but illegal (exposing the employer to civil and even criminal action). Could a legal and enforceable trade secret policy be the answer to your goals and objectives?
The new fast food restaurant minimum wage of $20 per hour begins April 2024. Who does this apply to and will it affect your company? Part 1 concludes with new requirements regarding compensation for training courses and whether or not these can be a condition of employment as well as a blockbuster development regarding retaliation: The legal presumption / burden of proof now lies against the employer in retaliation cases. In other words, the employer is now required to prove they did NOT retaliate within 90 days of an employee engaging within a protected activity. How does this single substantial and game-changing change affect the legal and financial risks you face as an employer?
Hear some of the best insights on why you need a strong business attorney and the challenges faced by California employers in this action-packed episode. We invite you to listen to our new podcast Episode 41 – Employment Law Updates for 2024 (Part 1), review the strong recommendations of our clients and contact the Watkins Firm or call 858-535-1511 for a complimentary consultation today.
See a detailed, point-by-point outline for changes in the law outlined in this episode as well as the infographic to the right on our “Outline and Infographic Employment Law Updates for 2024.”
