The start of the new year brings with it new legislation. Here are some key laws that take effect January 1, 2024, that nonprofit organizations should be aware of:
SB 616 – This amendment to California’s paid sick leave law, raises the amount of paid sick leave and carryover of that leave in each year of employment. The “full amount of leave” will be five days or 40 hours, instead of the current three days or 24 hours.
SB 848 – Employees will be entitled to “Reproductive Loss Leave.” Eligible employees are entitled to five days of unpaid leave following a reproductive loss event, which includes miscarriage, failed surrogacy, stillbirth, unsuccessful assisted reproduction, or failed adoption. (See article above)
AB 2188 – This law prohibits discrimination against an employee on the basis of that employee’s off-the-job marijuana use. Nonprofit organizations must ensure their employment-related drug tests do not screen for non-psychoactive cannabis metabolites.
Labor Code Section 6401.9 – This law requires that by July 1, 2024, employers in California must develop and implement a written Workplace Violence Prevention Plan (“WVPP”), provide training to employees on the plan, and start maintaining a log of incidents of workplace violence. LCW we will be providing training to clients and their employees on the new legal obligations under the WVPP.
For a full list of the new laws that went into effect this year, please see LCW’s legislative update.