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Have You Kept Up to Date on New Business Laws in 2017?

Have You Kept Up to Date on New Business Laws in 2017?

New business and employment-related laws passed in California in 2017 have affected all types of litigation and companies of all sizes. These laws are constantly changing, which is one of the reasons you need a business law attorney who keeps up to date on the changing laws. Read on to learn more about some of the most recent laws and feel free to reach out to Law Offices of Torrence L. Howell at (909) 920-0908 with any questions.

SB1241 affects employment contracts

An employee who both lives and works in California can’t be forced to sign an employment contract that says they must resolve complaints or have disputes decided under the laws of a different jurisdiction, according to SB1241. The point of this law is to prevent employers from making their employees litigate or arbitrate outside of California.

Since California law is generally protective of laborers and workers, the purpose of this law is to prevent employees from losing the protections of California. This is generally in favor of the workers, but it can also help California employers by only requiring that they stay up to date on California business laws.

AB1676 and SB1063 both amend the Fair Pay Act

The Fair Pay Act in California got a few changes in 2017. The first, SB1063, furthers the laws to cover a person’s race and ethnicity. AB1676 essentially prevents a company from using a person’s prior salary as an excuse against paying employees of opposite sexes vastly different salaries.

In the past, an employer could claim that they’d paid a woman less than a man doing the same job because the woman had a lower salary in her previous position. This is not allowed under California Fair Pay Act any longer. That said, there are still reasons a company can legally pay workers of opposite sex different salaries, including those workers having different levels of experience.

AB2337 adds protections for victims of sexual assault, domestic violence, and stalking

The new law AB2337 requires that an employer tell their employees who’ve been victimized by harassment, stalking, or sexual assault that they legally have the right to take time off from work. This applies only to businesses with 25 or more employers.

The employee can take this time to get medical care, get counseling, make a safety plan, or for other services they need. Their employer can’t penalize them for taking time off because of domestic violence, stalking, or sexual assault, as long as the employer has certification that the time off was for one of the reasons covered above.

These are just a few of the new laws that have taken effect in 2017. If you and your company are in need of business law help, then you’re in need of Law Offices of Torrence L. Howell. We can help with everything from payroll disputes to business litigation to adding or removing a partner. Call us today at (909) 920-0908 to set up a time for a consultation.

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My ex-wife hired an attorney which prompted me to do so for our divorce. Torrence Howell was highly recommended from a friend of mine who used Torrence’s services for a divorce just like mine. The results came out much better than he ever thought it would. With all things being equal I felt Torrence would

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