New California Laws Affecting the Workplace in 2022: What you need to know - Part 2

New California Laws Affecting the Workplace in 2022: What you need to know - Part 2

第二部: 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. Check out part 2 of this month's 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。查看本月系列的第二部分,了解可能影響您業務的一些最相關的變化。





5. Personnel Records Retention 5. 保留人事記錄

This bill extends the current personnel records retention requirement from two to four years from the date of creation, date of termination, or date of non-hire for an applicant. If a complaint has been filed with the Department of Fair Employment and Housing (DFEH), then the employer must retain the at-issue personnel records until the employer is notified that the action has been fully resolved or the first date after the statute of limitations for filing a civil action (or related appeal) has expired. SB 807 makes several procedure modifications to the DFEH’s enforcement rules, such as authorizing the use of electronic service of administrative complaints, extending the time for the DFEH to complete its investigation of group or class discrimination claims to two years before issuing a right-to-sue letter, and permitting group or class discrimination claims to be filed in any county within California.

此法案將目前的人事記錄保留要求由申請人嘅成立之日,終止之日或非僱用之日起兩年延長至四年。 如果已向公平就業和住房部( DFEH )提出申訴,那麼雇主必須保留有爭議的人事記錄,直到該訴訟完全解決或提出民事訴訟(或相關上訴)時效後的第一個日期已過。 SB 807對 DFEH 的執行條例進行了一些程序修改,例如授權使用行政投訴的電子服務,將 DFEH 完成對群體或階級歧視索賠調查的時間延長至兩年,然後再發出起訴信,並允許在加利福尼亞州內的任何縣提出群體或階級歧視索賠。



6. Criminalization of Wage Theft 6. 工資盜竊的刑事定罪

This bill creates Penal Code § 487m and makes the intentional theft of wages, including gratuities, in an amount greater than $950 from any one employee, or $2,350 in the aggregate from two or more employees, by an employer in any consecutive 12-month period punishable as grand theft and imprisonment for up to 3 years. Because this bill includes independent contractors within the meaning of employee, the misclassification of a service provider bears a significantly greater risk.

《刑法典》第 487m 條法案規定雇主在任何連續 12 個月內從任何一名雇員那裡故意盜竊工資,包括小費,金額超過 950 美元,或從兩名或以上雇員那裡偷竊總金額超過 2,350 美元,即可判處盜竊罪和長達3年的監禁予以懲處。由於該法案包括雇員意義上的獨立承包,因此,若有錯誤分析必須承擔的風險便要大很多。



7. Recall Obligations for COVID-19 Layoffs 7. 召回 COVID-19 裁員的義務

While not new to 2022, this bill went into effect on April 16, 2021 and expires on December 31, 2024. It requires certain employers to rehire employees who were laid off due to COVID-19 if they worked at least six months prior to their layoff. Employers under SB 93 include the following employers: (1) hotels with 50 or more guest rooms; (2) private clubs with 50 guest rooms for overnight lodging; (3) event centers with 50,000 square feet or 1,000 seats; (4) airport hospitality operations and service providers; and (5) office services, e.g., janitorial and security services. Reopened positions must be offered to laid-off employees within 5 business days of the opening.

此法案在 2022 年並不是新的,它始於 2021 年 4 月 16 日生效,並於 2024 年 12 月 31 日為限。該法案要求某些雇主從新僱用因 COVID-19 而被解僱的員工,如果他們在裁員前在公司工作了至少六個月。雇主在 SB 93 下包括雇主在內: (1) 擁有 50 間或更多客房的酒店;(2) 有50間過夜住宿客房的私人會所;(3) 50,000 平方英尺或 1,000 個座位的活動中心; (4) 機場接待業務和服務提供商; (5) 辦公服務,例如清潔和保安服務。雇主必須在公司重新開業後的 5 個工作天內再僱用前員工。



8. CAL-OSHA Presumption Creation

8. CAL-OSHA 推定創建


This bill creates a rebuttable presumption that a workplace safety violation committed by an employer with multiple worksites is enterprise-wide if the employer has a written policy or procedure that violates certain health and safety regulations, or Cal-OSHA finds evidence of a pattern or practice of safety violations at more than one of the employer’s worksites. Additionally, the bill adds a definition of “egregious violation” which carries added penalties and expands Cal-OSHA’s enforcement power to issue and enforce a subpoena if an employer fails to promptly provide requested information. 如果雇主在多個工作範圍內觸犯及違反某些健康和安全條例,並透過書面文件或程序違反這些健康和安全條例,或者透過 Cal-OSHA 發現某種模式或做法的證據,則為條例建立一個可否定的假設。 此外,該法案增加了「嚴重違規」的定義,並擴大了 Cal-OSHA 的執法權力,如果雇主未能及時提供所需要的資訊,可以發出和執行傳票,並增加處罰。



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. EPIA Inc. 是一家私人保險機構,與實體法律無關。本文中包含的信息基於 jdsupra.com 官方網站提供的資訊。消費者如有問題關於新的指南,請務必查閱政府官方消息來源或諮詢專業勞工律師。

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