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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 difficult native ordinances (e.g. paid sick), and altering technological assets, HR compliance continues to be difficult. I’ve put collectively a couple of points to concentrate to within the upcoming yr.
Exempt vs. Non-Exempt Classifications
As of January 1, 2024, workers in California should earn an annual wage of a minimum of $66,560 to fulfill the minimal threshold requirement for an exemption from additional time. All companies, no matter measurement, should additionally adjust to this threshold requirement. With the wage threshold growing 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 workers and former workers topic to unenforceable non-competes should be given individualized discover by February 14, 2024.
Synthetic Intelligence
There will likely be a continued concentrate on AI at work. From administrative duties to recruiting, company governance and information privateness, each employers and workers will likely be studying to adapt to new know-how. Discovering the best stability between human assets and tech assets will likely be a problem for the upcoming yr.
Along with the above, I’m sure the state legislature will throw a couple of curveballs our approach as nicely, so keep tuned to our weblog for updates!
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