The United States Supreme Court's landmark decision in Bostock v. Clayton County Georgia (2020) 590 U.S. __ [140 S.Ct. 1731] is producing ripple effects in the legal community.
The California Occupational Safety and Health Standards Board recently adopted new COVID-19 emergency temporary standards. The temporary standards became effective on November 30, 2020, and expire October 2, 2021. The temporary standards apply to almost all employers and places of employment, with very few exceptions.
According to the California Department of Education Office of Financial Accountability and Information Services, pursuant to Public Contract Code section 20111(a), the bid threshold for K-12 school districts' purchases of equipment, materials, supplies and services (except construction services) has been adjusted to $96,700, effective January 1, 2021.
On September 18, 2020, amendments to title 5 of the California Code of Regulations (Title 5), which were previously adopted by the Board of Governors of the California Community Colleges, took effect.
n September 29, 2020, Governor Newsom signed Senate Bill (SB) 493, requiring postsecondary institutions to take certain actions and implement certain procedures related to sexual harassment prevention and handling complaints of sexual harassment.
As the pandemic has progressed, employers have been scrambling to keep up with the ever-evolving state and federal guidance and laws concerning COVID-19.
Recently enacted Assembly Bill (AB) 1867 created new Labor Code sections 248 and 248.1 which require employers to provide additional COVID-19 paid sick leave (CPSL) to food service workers, health care providers, and emergency responders. AB 1867 went into effect immediately upon being signed on September 9, 2020.
On September 17, 2020, California Governor Gavin Newsom signed Senate Bill (SB) 1383, a bill which expands the reach and application of the California Family Rights Act (CFRA), by applying it to employers with five or more employees, by expanding the list of family members with serious health conditions that an employee may take leave to care for, and by eliminating other limitations for use.
May a member of an elected board, council, or other body subject to the Brown Act comment on, “retweet” or “like” a social media post from another member without risking a Brown Act violation?