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The California Family Rights Act has been in place for some time now. It assures an employee employed by a California company with five or more employees the right to take off without pay for up to twelve weeks per year when they have a baby or need to care for themselves or a family member during a major medical illness or procedure.

Senate Bill 331 went into effect on January 1, 2022. Nicknamed “Silent No More,” SB 331 lifts some legal restrictions put in place by non-disclosure agreements (NDAs) where they apply to discrimination and harassment.

COVID 19 and disability law as outlined by the ADA helps define who is disabled by COVID 19 and who is not. The keyword here is “Helps.” However, because COVID 19 affects people differently – some never recover, and others may not even know they have the disease – the ADA outlines are unclear.

The Right to Recall Law or SB 93 is one of the state labor laws covering employees terminated during the Covid-19 shutdown. SB 93 outlines what employers are to do when a job opening occurs that was held by a former employee whose termination was part of the COVID-19 shutdown.

2022 is off to a fast start, and already there are changes to employment law within the Golden State. Learn what’s changed for California’s minimum wage laws that employers must follow, and who is impacted.

Emil Davtyan’s law firm, Davtyan Law Firm, has protected the rights of hundreds of thousands of workers, and in the process recovered over $150 million for California’s blue-collar community.

California employment law firm Davtyan Law Firm is continuing its mission to empower the underserved demographic of hourly and low-wage workers across the Golden State by opening a new office in San Francisco. 

California labor law provides considerable protections for employees and their families, requiring employers to adhere to certain standards with regards to hiring, employment and termination. One important labor and employment law in California is the WARN Act, which requires California employers to notify employees at least 60 days in advance of a mass layoff, relocation or termination (plant closure). With this law in place, California employers are prohibited from conducting mass layoffs without giving employees the notice they need to adjust to the prospective loss of employment, find alternative employment, or obtain the necessary skills or training to successfully compete in the job market.