Solo and Small Firm
The Practitioner VOLUME 30, ISSUE 1, SPRING 2024
Content
- Ask Your Peers: What Suggestions Do You Have For Fellow Lawyers In the Process of Going Solo? If You Had To Do It All Over Again, What Would You Do Differently?
- EXECUTIVE COMMITTEE & EDITORIAL BOARD
- Good Experts... Investigate Like Sherlock Holmes, Think Like Lawyers, Write Like Journalists, and Present Like Walter Cronkite
- Inside This Issue
- Letter From the Chair
- Letter From the Editor
- Pay Transparency - Your Wages Don't Have To Be a Secret Anymore
- Table of Contents
- The Corporate Transparency Act Goes Into Effect January 1, 2024 Some Important Points To Know
- New Laws For California Employers
NEW LAWS FOR CALIFORNIA EMPLOYERS
Cynthia Elkins*
Every year employers are confronted with a multitude of new laws and regulations and 2024 is no different. These new laws, along with most other employment related statutes, apply primarily to employers with five or more employees who are covered by the Fair Employment and Housing Act (FEHA).1 Pursuant to FEHA, covered employer must provide employees with unpaid protected time off for, among other reasons, to care for their own serious health condition or a family member (as defined) with a serious health condition, or to bond with a new child pursuant to the California Family Rights Act (CFRA).2
In addition, covered employers must provide employees disabled by pregnancy, childbirth, or a related medical condition with unpaid, job-protected leave (PDL) and/or accommodations.3 And as of 2023, California law requires covered employers to provide eligible employees with up to five days of unpaid bereavement leave upon the death of certain family members.4 Now, covered employers are required to provide job protected leave to employees who have suffered a "reproductive loss" as defined.