This new Assembly bill amends the Labor code in two ways:
The Period for filing a labor complaint is lengthened. As per this, any person who feels that they have been discriminated against as the state enforcement law then can file a complaint to the Labor commissioner for which the deadline has been extended from six months to one year.
Whistleblower becomes more powerful. As per the new rule, a court is now authorized to award reasonable fees of the lawyer to the plaintiff or the employee who brings a successful action against the violation of state provisions. Now the workers who prevail on a ‘whistleblower’ claim under the Labor Code will be awarded the reasonable fees of the attorney by the court. To know further details on the same, the employee can take advice from an employment lawyer in Los Angeles, California.
This bill beginning from January 1, 2022, or upon certification by the Secretary of State that California Business Connect is implemented, whichever is earlier, would need the statement of information to contain a statement indicating if any officer or any director, in the case of a limited liability company, any member or any manager, has an outstanding judgment issued by the Division of Labor Standards Enforcement or a law court, for which no appeal therefrom is pending, for the violating any wage order or any provision of the Labor Code.
As per the bill, the successor to any judgment debtor will be held responsible for any wages, damages, or penalties owed to any of the judgment debtor’s former workforce pursuant to a final judgment. The bill will set forth certain criteria that establish successorship.
As per the new assembly bill, nothing in the statutory provisions precludes a local jurisdiction from enforcing local labor standards and will authorize local jurisdictions to enforce local standards relating to wages distribution which is more stringent than stated by the law.
This assembles bill expands the provision which prohibits the employer from discriminating against any employee who is a victim of abuse and is taking off to get some relief. The employees can also hire an Employment Attorney in Los Angeles, California for the same.
Also, this bill restricts the employer from taking any action against the employer who is a victim of some injury and has taken off to receive the medical services.
This bill additionally prohibits such action from the employer if the employee provides some documentation or proof of the abuse or injury that happened to him.
This law also prohibits an employer who employs 25 or more than twenty-five employees from discriminating or discharging any employee who is a victim of abuse, sexual assault, violence, stalking, etc. and is taking off to seek medical services or attention for the injuries caused by abuse, sexual assault, violence, stalking.
As per the constitution of California, the state is authorized to reimburse the local agencies and school districts for certain costs provisioned by the state.
As per the law, any person who is employed in a specific capacity is the peace officer in the California state and it authorizes certain entities to appoint and employ peace officers.
This bill would require that evaluation to include bias against gender or ethnicity, race, nationality, disability, religion, or any type of sexual orientation. As per the bill, Commission on Peace Officer Standards and Training is expected to study and update the regulations and screening materials to identify explicit and implicit bias against gender or ethnicity, race, nationality, disability, caste, creed, or any type of sexual orientation related to an emotional and mental condition. In any such case employees can directly consult employment law attorneys in Los Angeles, California.
It states that a “disputable presumption” exists for an employee who suffers from any illness or death resulting due to COVID-19 on or after July 6, 2020, through January 1, 2023.
But if any employee suffers from any sort of illness or death resulting due to COVID-19 after January 1, 2023, the presumption no longer applies, and the case will be treated under the conventional framework of workers’ compensation.
If you think that you are facing similar issues then today.
These blogs are meant purely for educational purposes. They contain only general information about legal matters. They are not legal advice, and should not be treated as such. If you have any specific questions about any legal matter you should consult with an attorney.
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