Mosey’s Post

Governor Gavin Newsom just signed SB 616 into law, making significant changes to California paid sick and safe leave. Effective January 1, 2024, this amendment increases job-protected paid leave hours and extends legal protections to certain unionized employees. Key Changes: 🌟 Job-protected paid leave increases to 80 hours or 10 days 🌟 Accruals and carryovers expanded 🌟 Frontloading policy boosted to 40 hours or five days 🌟 Annual use cap raised to 40 hours or five days 🌟 Greater uniformity across the state 🌟 Preemption of local ordinances in specific areas For California businesses, it is essential to adapt to these changes in time to ensure compliance. Get more details at https://lnkd.in/gegRhqNW. If you have questions or need guidance on how this affects your business, reach out to our HR experts today at https://lnkd.in/gFhb7pPe or (949) 413-6821. (Source: Littler) #CalWorkSafetyHR #HR #California #CAEmployers #MondayMemo #MidWeekMemo #HumanResources #EmploymentLaw #HRAdvice #GovernorNewsom #SickTime #PaidTimeOff

Changes to Minnesota laws allow employees to discuss their wages and provide accommodations for paid sick leave and safeguards their health and well-being. Get more details in our latest blog post #paytransparency https://hubs.ly/Q022_FsP0

#1 of the new California legislation and regulations that will affect employers in 2024 is: Expansion of paid sick leave - 5 days or 40 hours. Senate Bill 616 will increase the current employer obligation from 3 days or 24 hours to 5 days or 40 hours. Have questions? We're here to help. #LagerlofLLP #EmploymentLaw #BusinessOwners #2024EmploymentLegislation

🚨 It’s important to note that this is based on how many hours your employees work per day- this will help you stay compliant with the guidelines.

🌟 Update in UK Employment Law: In November 2023, the Government announced significant reforms impacting annual leave regulations. 📆 Effective from 1 April 2024, these changes include the reintroduction of rolled-up holiday pay, now lawful for irregular hours and part-year workers. 

🔄 Additionally, the method for calculating holiday entitlement for these workers has been revamped, aligning with a pro-rata system at 12.07% of hours worked. Plus, new rules on carrying over annual leave add more flexibility for workers on family or sick leave, and impose a duty on employers to encourage holiday usage.

 📚 Stay informed and ready for these pivotal changes! 

#EmploymentLawUK #AnnualLeaveReform2024 #EmploymentLawyer #StAlbansSolicitor

Reminder, California employers: ❗❗ Beginning January 1, employers are required to provide five days or forty hours of paid sick leave to their employees in California. All employers should post the new paid sick leave poster published by the Labor Commissioner as soon as possible. ❗❗ Refer to our Instagram post on October 6 for more details on this change. . . . #TheParkmanLawFirm #freeconsultation #consultation #construction #constructionlaw #constructionlitigation #business #businesslaw #wageandhour #humanresources #hr #law #legal #litigation #transactional #lawyer #attorney #help #aid #lawfirm #sandiego #scrippsranch #california #ca #Employer #Employee #EmploymentLaw #PaidSickLeave #SickLeave #LaborCommissioner

On January 1, 2024, the Paid Leave for All Workers Act will take effect, requiring nearly all covered Illinois employers to provide their employees, including domestic workers, paid leave for any reason without the requirement of providing documentation to their employer. Join us for this discussion on what this means for you as an employer, requirements and exemptions to the new law, and how to prepare now to be compliant. Watch the full lunch n' learn here: https://lnkd.in/gMNq7ECw #KelleherHolland #employmentlaw #Illinoispaidleaveforallworkersact

Here are 5 clauses you didn't know you need in your employment agreement. 1. Garden leave and/or pay in lieu of notice: These clauses allow termination with immediate effect, either by paying out the notice period or placing the employee on garden leave. 2. Restrictive covenants: Limits former employees' actions post-employment to protect business interests. 3.Deductions from salary: Allows deducting money from wages for valid reasons, such as accidental overpayment. 4.Right to work : Ensures compliance with legal requirements regarding employees' right to work. 5.Lay-off clause: Permits temporary suspension of employees without pay, similar to furlough, for minimal periods when necessary. #EmploymentLawInsights #LegalStrategy #LegalAdvice #EmploymentContracts #BusinessProtection #LegalCompliance #WorkforcePlanning

In a workers' comp case, the court will be the one to decide which court you should attend. For more tips like this, follow us. #personalinjurylawyer #compensation #myrtlebeach #injurylawyer #workers'comp

Last week, we highlighted the Department for Business and Trade's proposals to make significant changes to annual leave and holiday pay laws, starting from 1 January 2024. In this article, employment specialist Emma Ahmed takes a more detailed look at the new options employers will have for dealing with the annual leave entitlement of irregular-hours and part-year workers, for holiday years beginning on or after 1 April 2024 (subject to parliamentary approval). For more: https://lnkd.in/egKwURfd #HolidayPay #AnnualLeave #EmploymentLawyers