Posts tagged California businesses
California Employers Must Notify Employees That Their Non-Compete Agreements or Clauses are Void By February 2024!
California Employers Must Notify Employees That Their Non-Compete Agreements or Clauses are Void By February 2024!

California employers are tasked with new notice requirements! Employers must give notice to all current and former employees employed after January 1, 2022 whose contracts included a noncompete clause (or who were required to enter a noncompete agreement) that such clauses or agreements are void. This notice must be given to the employees by February 14, 2024. The notice has to be individualized for each employee, in writing, and shall be delivered to the employee’s or former employee’s last known address and email address. This is a significant task and employers should plan their compliance ahead of time.


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Employers, Employment, Intellectual PropertyKathleenCalifornia Business and Professions Code section 16600.1., Non-Compete Agreements, California employer requirements, California Non-Compete Agreements, California Business and Professions Code, employer, California employer recordkeeping, California employment records, employer records, California employers, California businesses, AB 1076
California Forces Employers to Increase the Number of Mandatory Paid Sick Days From Three to Five Days.
California Forces Employers to Increase the Number of Mandatory Paid Sick Days From Three to Five Days.

California employers, beware! On October 4, 2023, Governor Newsom signed Senate Bill 616 into law which requires employers to increase the number of mandatory paid sick days from 3 to 5 days. This new law will go into effect on January 1, 2024.

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Employers, Employment, RestaurantsKathleenmandatory paid sick days, sick days, senate bill 616, employer, employment, employees, California employers, California employer requirements, California businesses, California employment records, Covid-19, California employer recordkeeping
California Employers May be Forced to Create and Implement Policies to Prevent ANY Violence in the Workplace From Stopping Shoplifters to Domestic Violence.
California Employers May be Forced to Create and Implement Policies to Prevent ANY Violence in the Workplace From Stopping Shoplifters to Domestic Violence.

If Senate Bill 553 passes, employers may be required to create new policies, maintain more meticulous records, and be ready to conduct investigations in all incidents of workplace violence by July 1, 2024- in less than a year! In addition, failure to comply with these requirements means that the employer may be hit with expensive citations and civil penalties. The irony for California employers is obvious: the California Legislature is now asking employers to do what the California legislature and the governor could not do: prevent violence in places of business.

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Employers, Employment, RestaurantsWilliam Baileysenate bill 553, shoplifting, workplace violence, CAL/OSHA, Occupational Safety and Health Act of 1973, California employers, California businesses, employees