Law Offices of Jane Heath

01/21/2026

As of January 1. 2026, new employees (and all employees annually) must be provided with a “Know Your Rights” notice. Employers have until February 1 to do this. A copy of the Notice can be found here:

08/07/2024

Have you consulted your Employee Handbook lately? Is it up to date? The Handbook is an important tool for consistency in the workplace. Employers: there are many options to obtain a CA compliant handbook at a reasonable cost. Employees: think something happening in the workplace is wrong? Check the handbook first. Employers get busy and forget to apply or modify their own policies sometimes. The Handbook is a great place to start the discussion, particularly if the policy needs to be modified.

02/12/2024

February 14 isn’t just Valentine’s Day. It is also the deadline to tell your employees if you have agreements that do not comply with non-compete laws.

As of January 1, 2024, all non-compete or non-solicitation agreements affecting subsequent employment are void as a matter of law. If you have such non-compliant clauses in your employee handbook or employment contracts, or offer letters for current employees, February 14th is the last day to notify your employees in writing that those clauses are void. You can still protect your proprietary information from disclosure and those clauses are fine. It is only ones that seek to prevent competition after employment ends that are a problem. Questions? Call 805-225-1773.

09/17/2023

07/30/2023

Is everyone aware that a new, mandatory I-9 form will be published on Tuesday? Have employees who came on remotely during the pandemic been re-certified? Might want to get on that. Call if we can help.

On Aug. 1, 2023, U.S. Citizenship and Immigration Services will publish a revised version of Form I-9, Employment Eligibility Verification.

06/28/2023

Carrie Crocker Aguirre, did you see this? 🦋

Hey SLO County artists - we need art for a new show we’re sponsoring in September! ✨

In partnership with SLO County Arts, the Central Coast State Parks Association (Central Coast State Parks Association) and the Western Monarch Trail (Western Monarch Trail) invite people of all ages to submit art inspired by the migration of the western monarch for the Through the Eyes of a Monarch art show. The exhibit will take place during the month of September at The Bunker SLO (The Bunker SLO) in support of CCSPA and the Western Monarch Trail. Applications are due July 28, 2023!

Visit our website homepage at slocountyarts.org for more details, the full Call for Artists, and the application! We can’t wait to see the submissions that come in for this one.

03/19/2023

Charlie Klingman is so talented. This one is a beauty.

“The Pit” Oil on Canvas 16x20 inches by Charlie Clingman

10/03/2022

California Employer/Employees: The Supplemental Paid Sick Leave benefits for businesses with 26 or more employees has been extended through December 31, 2022 by urgency legislation (immediately effective) signed by the governor last week. This is not a new bank of sick leave for employees contracting COVID, so anyone who has already been paid these benefits this year is not eligible if they are infected again. Questions? Call. (805) 225-1773.

09/18/2022

Please. Especially when communicationg with employers/employees. Remember: it is not conversation, in which you form impressions based on full context. It frequently is taken out of context and lasts forever. What you thought you said/heard is meaningless when electronic communication exists.

08/10/2022

Reminder: California minimum wage has a provision that allows increase above the $15 per hour for all businesses on January 1, 2023 if inflation is above a certain level. Based on the inflation rate this year, minimum wage will rise to $15.50/hour for 2023. Business owners, REMEMBER that if you have any exempt/salaried employees, that exemption requires they be paid at least 2x minimum wage, so when it goes up, salaried employees may need a raise and it can be substantial. As of January 1, qualified salaried employees must earn at least $64,480 per year. Questions? Call us. We can help. 805-225-1773.

11/17/2021

It’s November! That means the legislature and the governor are finished making new laws to go into effect on January 1. Do you know what’s in store for your business next year? Just a few highlights (there are more):
1. If you are tempted to intentionally skirt wage and hour laws (a risky and potentially expensive proposition at any time), willful “wage theft” by an employer is not just expensive now, it’s a crime. See new Penal Code section 487m.
2. Small employers 5-19 employees) who are facing a DFEH complaint can elect mediation through the Department (a good idea, usually). New law requires the department to advise employers about that option.
3. Separating or settling an employee’s claim and want a release agreement? Obtaining a release from an employee in exchange for a raise, promotion or continued employment? The list of things that can’t be confidential has expanded. Make sure you know what those are (or consult an attorney) and don’t just use a form you’ve used before as it can affect the enforceability of that agreement. See Code of Civil Precedure section 1001 and Gov’t Code section 12964.5.
4. Facing a Labor Commissioner audit? Received a citation or calculation of wages and penalties due? If you own real property the Commissioner’s office can now place a lien on your property without getting a court judgment first. (Labor Code section 90.
5. AB5 exemptions have been tweaked again for certain relationships and industries (mostly extending sunset provisions but a few changes). Never heard of AB5? Where ya’ been?😊
6. All CA employers (even those with a single employee) should review whether they have all the required posters (Cal Chamber and others have combined posters for sale) and that all the blanks are filled in. If your employees are virtual, you still have to post but you can now send them those notices electronically (Labor Code section 1207).
7. If you are a contractor on public works projects, your reporting requirements just got a bit more complicated. See AB1023.
8. All contractors: you could be liable if your subs don’t pay their employees properly so you may want to add an indemnity provision and warranty that subs are properly paying employees to your subcontract agreements. See Labor Code sections 218.7 and 218.8. You’re still liable but may be able to collect from the subs more easily. To protect yourself, you can insist on reviewing subs’ payroll and practices.
9. Have an arbitration agreement that requires you to pay some or all costs? If you don’t pay them within 30 days after they’re due, you could lose your right to compel arbitration. (SB 762). Is your employment arbitration requirement enforceable? A question requiring an entire post, or several, even.

The good news is, there are fewer job killer laws this year than in years past, but CA employers cannot sit back and expect things to stay the same year over year. We’re here if you have questions: (805) 225-1773; [email protected].