By Eric D. Morton
As usual, California labor law is changing. Here are some highlights for 2024.
- The minimum wage in California will increase to $16.00 an hour. For fast food workers, the minimum will be $20.00. Some California cities set a higher minimum wage.
- The minimum salary for an exempt employee is $66,500.00. Some occupations have higher minimum salaries for employee to be non-exempt. The minimum salary for exempt computer software employees will be $115,763.35. Please keep in mind that for an employee to be considered exempt, the employee must meet certain work related requirements such as the types of tasks done and independent judgment. Not all employees can be exempt. California wages are governed by wage orders issued by the California Industrial Welfare Commission.
- The Healthy Workplaces, Healthy Families Act was amended to increase the sick leave accrual rate to 40 hours or 5 days in each year of employment, beginning January 1, 2024, up from the current 24 hours or 3 days in each year of employment. In addition, the new law raises the employer’s authorized limitation on the use of carryover sick leave to 40 hours or 5 days in each year of employment, rather than the current 24 hours or 3 days. Existing law requires accrued paid sick days to carry over to the following year of employment.
- Reproductive Loss Leave is a new, separate leave for companies with 5 or more employees. It allows up to 5 non-consecutive days of unpaid time off for employees who have worked for you for at least 30 days. Eligible reasons include failed adoption, failed surrogacy, miscarriage, stillbirth, and unsuccessful assisted reproduction.
- As we mentioned in a previous article, California’s non-compete law has been strengthened.
In addition, the U.S. Citizenship and Immigration Services (USCIS) introduced a new version of Form I‑9, Employment Eligibility Verification. This form and the E-Verify system allow employers to remotely verify employment eligibility All employers must use Form I-9 to confirm employment eligibility. To learn more about the new I-9 click here.
Eric D. Morton is the principal attorney at Clear Sky Law Group, P.C. He can be reached at 760-722-6582, 510-556-0367 and emorton@clearskylaw.com