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024 - Updating Employee Handbooks Based on Changes in California Law for 2024
Manage episode 407247820 series 3559381
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The podcast team discussed the recent changes in California law that should be included in an updated employee handbook.
California employment law continues to change, and employers need to take those changes into consideration when updating their employee handbooks. Troy, Roshni and Dan discussed and recommended changes based on new mandatory sick leave requirements, a reproductive loss leave of absence, new protected statuses such as reproductive health decision making and use of cannabis outside of work hours. The new marijuana testing requirements were also discussed.
Host Contact information:
- Roshni Patel, HR Consultant/President of Thrive HR Consulting
- roshni@thrivehrc.com (661) 360-6886
- Dan Klingenberger, Esq. Employment Law Attorney, Partner at LeBeau Thelen, LLP
- dklingenberger@lebeauthelen.com (661) 325-8962
- Troy Burden, Employee Benefits Sales and Compliance Advisor, Partner at The Robert Lynn Company
- troy@lynncompany.com (661) 301-1247
Disclaimer:
The purpose of this podcast is to provide news and information on human resources matters affecting employers. All content presented is for informational purposes only and should not be considered legal advice. Some of the information on the podcast relates to legal topics. The transmission of information on this podcast is not intended to establish, and receipt of such information does not establish or constitute, an attorney-client relationship or a consultant-client relationship. Anyone who receives information from the podcast should not act on the information without first consulting legal counsel or other expert on the specific topic. Human resources law and guidance changes on a regular basis. The information presented on the podcast may not reflect the most current legal developments. The opinions expressed at or through the podcast are the opinions of the individual speaker and may not reflect the opinions of all presenters. Likewise, the information presented is not intended to reflect the opinion of the presenter’s employer or firm.
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