A new year is nearly upon us, which means updated legislation. Read about these bills affecting Alhambra businesses coming into effect in 2024.

SB 616: Mandatory Paid Sick Leave Expansion

Beginning January 1, 2024, California employers will be required to provide employees with five days or 40 hours of paid sick leave. For employees/opportunities permitting accrual days, i.e., where an employee accrues one hour for every 30 hours worked, the accrual can be capped at 80 hours or 10 days. See the Governor’s statement here.

SB 848: Reproductive-Related Bereavement Leave

Beginning January 1, 2024, an expansion of the “Bereavement Leave” laws will go into effect. The expansion now includes those who suffer from what is defined as a “reproductive loss event,” such as miscarriage or stillbirth, unsuccessful assisted reproduction, failed surrogacy, or failed adoption.

AB 2188, SB 700: Cannabis Use

After a delay in its implementation, AB 2188 will go into effect on January 1, 2024. The new law affects which tests employers can use to screen employees for cannabis use. Employers can no longer use hair tests to detect cannabis use, as they can stay in samples for weeks. Instead, employers can use only tests that measure psychoactive cannabis metabolites.

This law also creates protections for employees under the California Fair Employment and Housing Act (FEHA). SB 700 prohibits employers from inquiring job applicants about their cannabis use, including in job applications or interviews. Also, SB 700 prohibits information received about the applicant’s cannabis use from criminal history unless the employer is specifically allowed to consider it under the Fair Chance Act (FCA). The FCA strives to minimize unwarranted barriers to employment for individuals with criminal histories.