It has been an eventful yr for California employers, and I don’t anticipate a slowing of tempo in 2024. Between larger minimal wages, more and more sophisticated native ordinances (e.g. paid sick), and altering technological sources, HR compliance continues to be sophisticated. I’ve put collectively just a few points to concentrate to within the upcoming yr.

Exempt vs. Non-Exempt Classifications
As of January 1, 2024, staff in California should earn an annual wage of at least $66,560 to satisfy the minimal threshold requirement for an exemption from additional time. All companies, no matter dimension, should additionally adjust to this threshold requirement. With the wage threshold rising once more (up from $64,480 in 2023), corporations might must reassess their present classifications.

Restrictive Covenants
As mentioned beforehand, California’s hostility to non-competes and non-solicitation clauses continues to impose operational and monetary burdens on employers. Notices to staff and former staff topic to unenforceable non-competes should be given individualized discover by February 14, 2024.

Synthetic Intelligence
There will likely be a continued give attention to AI at work. From administrative duties to recruiting, company governance and information privateness, each employers and staff will likely be studying to adapt to new know-how.  Discovering the best stability between human sources and tech sources will likely be a problem for the upcoming yr.

Along with the above, I’m sure the state legislature will throw just a few curveballs our approach as nicely, so keep tuned to our weblog for updates!