SB 1162 takes effect January 1, 2023, and requires employers with 15 or more employees to provide pay ranges when they announce, post, publish or otherwise make known an available job position.
Pay data reporting
SB 1162 also requires that employers with 100 or more employees report to the state pay certain data, including the total number of workers broken down by race, ethnicity and sex who fall within each pay band that is used by the U.S. Bureau of Labor Statistics. In addition, within each job category, employers must include median hourly rate for each combination of race, ethnicity and sex.
California employers will see two (2) changes to leave requirements.
AB 1949 requires that employers with five (5) or more employees give workers up to five (5) unpaid days of bereavement leave, which will be available to employees who have worked at a company for at least 30 days.
AB 1041 changes the California Family Rights Act, which grants workers the right to take up to 12 weeks of leave to take care of a family member.
Retaliation in emergency conditions
SB 1044 prevents employers from retaliating against workers who refuse to report to or leave a workplace, or worksite because an employee has a “reasonable belief” that their job site is unsafe.
As we approach 2023, every employer should have an internal system in place in order to track new laws that take effect January 1, 2023.
Stuart J. Oberman, Esq.
Stuart J. Oberman is the founder and President of Oberman Law Firm. Mr. Oberman graduated from Urbana University and received his law degree from John Marshall Law School. Mr. Oberman has been practicing law for over 30 years, and before going into private practice, Mr. Oberman was in-house counsel for a Fortune 500 Company.
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