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Articles by Tryphena Liu
Cal/OSHA Releases Model Workplace Violence Prevention Plan | JD Supra
The California Division of Occupational Safety and Health (Cal/OSHA) has issued its anticipated model Workplace Violence Prevention Plan (for non-health care settings). As we previously noted here, SB 553 added California Labor Code Section 6401.9, which requires virtually all California employers to have a written Workplace Violence Prevention Plan (WVPP) in place by July 1, 2024, either as a stand-alone section in their Injury and Illness Prevention Program (IIPP) or as a separate document.
Getting a Grip on Griping | JD Supra
Almost a decade ago, in September 2014, California was the first state in the nation to enact legislation prohibiting non-disparagement clauses that aimed to prevent consumers from writing negative reviews of a business.
California Privacy Protection Agency Grapples with Cybersecurity Audit, Risk Assessment, Automated Decisionmaking Technology Regulations | JD Supra
On December 8, 2023, the California Privacy Protection Agency (“CPPA”) Board (the “Board”) held a public meeting to discuss, among other things, regulations addressing: (1) cybersecurity audits; (2) risk assessments; and (3) automated decisionmaking technology (“ADMT”). After years in the making, the December 8 Board meeting was another step towards the final rulemaking process for these regulations.
New Year, New Changes for California Employers in 2024 | JD Supra
December 26, 2023 Chelsea Hadaway, Tryphena Liu, Jennifer Nutter Epstein Becker & Green + Follow x Following x Following - Unfollow Contact To embed, copy and paste the code into your website or blog: As 2024 quickly approaches, so, too, do many new obligations and restrictions for employers with California employees. Below, we summarize significant changes to hiring and workforce management, litigation, wage and hour, and other California employment laws taking effect in the new year.
California Employers: Increased Paid Sick Leave Effective January 1, 2024 | JD Supra
Governor Gavin Newsom recently signed into law SB 616, which increases the amount of paid sick leave that employers must provide under the Healthy Workplaces, Healthy Families Act of 2014 (the “Act”). Effective January 1, 2024, employers[1] must provide eligible employees with up to five days or 40 hours of paid sick leave per year. Previously, the annual obligation was three days or 24 hours.
California Employers: Amended Ban-the-Box Regulations Effective October 1, 2023 | JD Supra
After more than a year of administrative activity pertaining to California’s Fair Chance Act (FCA), the California Civil Rights Council issued final modifications to the FCA’s regulations (the “Revised Regulations”). The Revised Regulations are effective as of October 1, 2023. The FCA is a “ban the box” law that restricts California employers with five or more employees from asking about an applicant’s criminal history until after the employer has made a conditional offer of employment.
California Privacy Protection Agency Public Board Meeting Sheds Light on Upcoming Risk Assessment and Cybersecurity Audit Regulations
The five-member Board of the California Privacy Protection Agency (the “CPPA”) held a public meeting on September 8, 2023, to discuss a range of topics, most notably, draft regulations relating to risk assessments and cybersecurity audits. Once the regulations are finalized and approved after a formal rulemaking process, they will impose additional obligations on many businesses covered by the California Consumer Privacy Act, as amended by the California Privacy Rights Act (“CCPA”).
SEC Finalizes Cybersecurity Rule: What It Means | JD Supra
On July 26, 2023, the Securities and Exchange Commission (“SEC”) adopted its long-anticipated cybersecurity reporting rule (the “Final Rule”). The Final Rule applies to public companies subject to the reporting requirements of the Securities Exchange Act of 1934 and, in some cases, to foreign private issuers.
The California Attorney General and the California Privacy Protection Agency Are Accelerating Enforcement on CCPA/CPRA Non-Compliance
California businesses, including employers, who have not already complied with their statutory data privacy obligations under the California Consumer Privacy Act (CCPA) as amended by the California Privacy Rights Act (CPRA), including as to employee and job applicant personal information, should be taking all necessary steps to do so. See No More Exceptions: What to Do When the California Privacy Exemptions for Employee, Applicant and B2B Data Expire on January 1, 2023.
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