Rancho Mesa's Alyssa Burley and Media Communications & Client Services Coordinator Megan Lockhart discuss some of the topics that will be covered in Rancho Mesa's annual California Employment Law Update Workshop.

Show Notes: Subscribe to Rancho Mesa's Newsletter.
www.RanchoMesa.com/workshops-and-webinars

Director/Host: Alyssa Burley

Guest: Megan Lockhart

Producer/Editor: Lauren Stumpf

Music: "Home" by JHS Pedals, “News Room News” by Spence

© Copyright 2022. Rancho Mesa Insurance Services, Inc. All rights reserved.

transcript

[Introduction Music]

Alyssa Burley: Hi! This is Alyssa Burley with Rancho Mesa’s Media Communications and Client Services Department. Thank you for listening to today’s top Rancho Mesa news brought to you by our safety and risk management network, StudioOne™. Welcome back, everyone. My guest is Megan Lockhart, Media Communications and Client Services Coordinator with Rancho Mesa. Today, we’re going to discuss some of the topics that will be covered in our annual California Employment Law Update Workshop. Megan, welcome to the show.

Megan Lockhart: Happy to be here, Alyssa.

AB: We’re nearing the end of the year when organizations are preparing for the next year. And, with that comes reviewing new or revised laws that will affect employers. So, what are some of the topics that California employers should be interested in learning more about at our upcoming workshop?

ML: Yeah, there are several that we anticipate will be hot topics for California employers in the coming year. Assembly Bill nineteen forty-nine also known as California’s New Bereavement Leave Law, makes it an unlawful employment practice for an employer to refuse to grant a request by an eligible employee to take up to 12 workweeks of unpaid protected leave during any 12-month period for family care and medical leave. Senate Bill eleven sixty-two addresses pay transparency. California employers of 100 or more employees must report pay and hours-worked data by establishment, job category, sex, race, and ethnicity to the Civil Rights Department (CRD) annually. This bill would revise the timeframe in which a private employer is required to submit this information to require that it be provided on or before the second Wednesday of May 2023, and for each year thereafter on or before the second Wednesday of May. This bill would also require a private employer that has 100 or more employees hired through labor contractors to also submit a separate pay data report. Senate Bill ten forty-four prevents retaliation by employers in emergency conditions. This bill prohibits any employer, in the event of an emergency condition, from taking or threatening adverse action against any employee for refusing to report to, or leaving, a workplace or worksite within the affected area because the employee has a reasonable belief that the workplace or worksite is unsafe.

AB: Thank you, and Thomas Daugherty from Klindest Attorneys San Diego will go into much more detail about these and other topics that California Employers should know going into 2023. Megan, if listeners want to attend the 2023 Employment Law Update Workshop, how can they register?

ML: Listeners can go to ranchomesa.com and click on “Workshops and Webinars.” Then, click the “Register Online” button for the workshop.

AB: Great, and we’ll include a link in the episode notes where listeners can register. Will this workshop be recorded?

ML: Yes, for listeners who can’t attend the in-person workshop, we will make the recording available on our “Workshops and Webinars” page.

[Outro Music]

AB: We look forward to seeing all of our listeners there. Megan, thank you for joining me in StudioOne™.

ML: Thank you for having me.

AB: This is Alyssa Burley with Rancho Mesa. Thanks for tuning in to our latest episode produced by StudioOne™. For more information, visit us at ranchomesa.com and subscribe to our weekly newsletter.