Washington, D.C. is the latest in a growing list of jurisdictions to require employers to have “pay transparency” in job postings. Starting in June of 2024, Washington, D.C. will require all employers with at least one employee in the District to post the minimum and maximum projected salary in all job listings or advertisements. The salary projections must be the lowest and highest salary or hourly pay the employer “in good faith believes” it would pay for the role.
Continue Reading D.C. to Require Pay Transparency, Prohibit Inquiry into Wage History

California employers must revamp their sick leave policies ahead of the New Year. On October 4, 2023, Governor Newsom signed SB 616 into law, thereby amending the Healthy Workplaces, Healthy Families Act of 2014. The new law goes into effect January 1, 2024.
Continue Reading Significant Paid Sick Leave Increases for California Employers

Courts have repeatedly upheld California’s “strong public policy” prohibiting agreements that restrain individuals from “engaging in a lawful profession, trade, or business of any kind.” Indeed, under Section 16600 of the California Business and Professions Code, these agreements—generally referred to as noncompete agreements—are generally void. California now seeks to enshrine additional laws strengthening its prohibition on noncompete agreements.
Continue Reading California Seeks to Strengthen Its Policy Invalidating Noncompete Agreements

Assembly Bill 1651 or the Workplace Technology Accountability Act, a new bill proposed by California Assembly Member Ash Kalra, would regulate employers, and their vendors, regarding the use of employee data.  Under the bill, data is defined as “any information that identifies, relates to, describes, is reasonably capable of being associated with, or could reasonably be linked, directly or indirectly, with a particular worker, regardless of how the information is collected, inferred, or obtained.” 
Continue Reading California Assembly Proposes Data Privacy Law for Workers