New California Laws Affecting the Workplace in 2022: What You Need to Know - Part 1

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New California Laws Affecting the Workplace in 2022: What You Need to Know - Part 1

第一部: 您需要知道 2022 年新加州法例對工作場所的影響


As with every new year, California rolled out new laws affecting the workplace beginning January 1, 2022. Starting this week, follow up with this month's 2-parts series with some of the most relevant changes that may affect your business.

跟往年一樣,從 2022 年 1 月 1 日開始,加州便推出影響工作場所的新法律。從本週起,接下來的一個月其中兩部分系列,可能包含一些影響您業務的相關變化。




1. California’s Minimum Wage Increase

1. 加州最低工資增長


Effective January 1, 2022, California’s state minimum wage will increase to $15 per hour for employers with more than 25 employees, and it will increase to $14 per hour for employers with 25 or fewer employees. As a result, the minimum monthly salary for California exempt-status employees will increase to $5,200 per month, or $62,400 annual salary (which is equal to twice the minimum wage based on a 40-hour workweek). Note, however, that many cities and counties in California have their own minimum-wage requirements, but the minimum salary threshold is based on California law.

自 2022 年 1 月 1 日起,加州的最低工資將被調整。若僱員人數多於 25 人以上,最低工資每小時將增至 15 美元。若僱員人數為 25 人或以下,將增至每小時 14 美元。因此,加州僱員的最低月薪將增至 5,200 美元或 62,400 美元的年薪(相當於每週工作 40 小時最低工資的兩倍)。加州有許多城市或縣都有個別的最低工資要求,但最低工資門檻是基於加利福尼亞州的法律。



2. Expansion of California Family Rights Act (CFRA)

2. 加州家庭權利法案 (CFRA) 的擴展


The CFRA requires employers with five or more employees to provide up to 12 weeks of leave in a 12-month period for an employee to attend to his or her own serious medical condition or to care for a family member with a serious medical condition. This bill expands the list of covered family members to include parents-in-law. Additionally, the bill clarifies the requirements for the mediation of claims alleging a violation of a job-protected leave by employers of five to 19 employees.

CFRA 要求 5 名或以上員工的雇主,若員工患有嚴重疾病或需照顧患有嚴重病患的家庭成員, 為其在 12 個月內提供最多 12 週的假期。此法案擴大了受保的家庭成員,包括岳父母。此外,該法案更明確表示

雇員人數為 5 至 19 名的雇主,若違反工作保護假, 將要求進行索賠調解。

3. Non-Disparagement And Non-Disclosure Provisions in Settlement And Separation Agreements (“Silenced No More Act”)

3. 僱傭和解及離職協議中的不貶低及不披露保密條款("不再沉默法案")

This bill amends Code of Civil Procedure § 1001 to prohibit non-disclosure provisions in settlement agreements involving any form of prohibited workplace discrimination, harassment, or retaliation under the Fair Employment and Housing Act. This requirement is in addition to Section 1001’s existing prohibition of any settlement agreements that prevent the disclosure of information pertaining to a civil or administrative claim related to sexual assault, harassment, or other sex-based workplace discrimination or retaliation.

修訂法案《民事訴訟法》第 1001 條,根據《公平就業和住房法》禁止在任何工作環境下飽受歧視、騷擾或報復並受到保密規定。此要求是對第 1001 條現有的協議規定加以補充,並禁止所有披露性侵犯、騷擾或其他基於性別認同的工作環境中出現歧視或報復,將受到相關的民事或行政索賠。


The bill also amends Government Code § 12964.5 to limit the use of non-disparagement or other contractual provisions in employment agreements, including separation agreements, even if no civil action or complaint is filed. Any non-disparagement agreement or other contractual provision that restricts an employee’s ability to disclose information related to conditions in the workplace must include: “Nothing in this agreement prevents you from discussing or disclosing information about unlawful acts in the workplace, such as harassment or discrimination or any other conduct that you have reason to believe is unlawful.” Additionally, employers must include written notification of the employee’s right—even if they are above the age of 40—to consult counsel and a considerable period no fewer than five business days in separation agreements. The changes offered by this bill are not retroactive; instead, they apply to agreements entered into after January 1, 2022.

該法案還修訂了《政府法典》第 12964.5 條,即使沒有提出民事訴訟或投訴,連同離職協議在內,也能限制僱傭協議中使用非貶低或其他合同條款。若限制員工披露工作環境相關資料的非貶低或其他合同條款,必須包括您有理由相信該事件是涉及騷擾、歧視或其他非法行為。此外,雇主必須在不少於五個工作天的時間內提供離職協議書並包含僱員有權諮詢律師的書面通知(即使僱員年齡為 40 歲以上)。此法案並無追溯力;相反,它是適用於 2022 年 1 月 1 日之後簽訂的協議。


4. Arbitration Invoice Payment Requirements

4. 仲裁費用付款要求


This bill amends Code of Civil Procedure to require that all arbitrator invoices are due upon receipt if the parties’ arbitration agreement is silent on the number of days the parties have to pay the arbitrator’s fees. Under the amended sections, any extensions for invoice payments must be agreed upon by all parties to the arbitration.

《民事訴訟法》修訂, 如果雙方的仲裁協議未規定當事人在限期前必須支付仲裁員的費用, 否則所有仲裁員發票均在收到時到期。根據修訂的章節, 任何繳費延期必須得到仲裁雙方的同意。


Source 資料來源: https://www.jdsupra.com/


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EPIA inc. is a private Insurance Agency with no ties with legal entities. The information contained in this article is based on information provided by the jdsupra.com Official Website. Consumer questions on how to proceed with the new guidelines must consult official governmental sources or labor and employment attorneys.


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