1 rich Libsyn https://www.libsyn.com 90 600 In Sound Business Insights Episode 41 - Employment Law Updates for 2024 (Part 1) our founder, Dan Watkins, discusses all of the important changes a San Diego or California employer must know going into 2024 and beyond.&amp;nbsp; The only constant in the life of a California employer is change.&amp;nbsp; How can you keep up with all the changes in California law as it relates to an employer?&amp;nbsp; How do you protect yourself from the increasing risks of disputes, lawsuits and class actions facing those who provide employment throughout California? Sound Business Insights Episode 41 - Employment Law Updates for 2024 (Part 1) begins with an increase in minimum wage for California to $16.00 per hour and an exempt salary minimum of $66,560.&amp;nbsp; There have been significant changes to sick leave (we used to call this PTO) and how quickly employees must accumulate sick leave (40 hours or 5 days by the 200th calendar day of employment).&amp;nbsp; What is the new minimum accrual cap for sick leave?&amp;nbsp; What are the frontloading requirements for a San Diego or California employer and how do you make sure your sick leave policies fulfill the requirements of California law? Sound Business Insights Episode 41 - Employment Law Updates for 2024 (Part 1) continues to discuss the requirement to notify all employees (past and present) of changes to the law regarding Non-Compete Agreements (NCAs) and how California has made NCAs not only void but illegal (exposing the employer to civil and even criminal action).&amp;nbsp; The new fast food restaurant minimum wage of $20 per hour begins April 2024.&amp;nbsp; Who does this apply to and will it affect your company?&amp;nbsp; Part 1 concludes with new requirements regarding compensation for training courses and whether or not these can be a condition of employment as well as a blockbuster development regarding retaliation: The legal presumption / burden of proof now lies against the employer in retaliation cases.&amp;nbsp; In other words, the employer is now required to prove they did NOT retaliate within 90 days of an employee engaging within a protected activity.&amp;nbsp; How does this single substantial and game-changing change affect the legal and financial risks you face as an employer? Sound Business Insights https://watkinsfirm.com <iframe title="Libsyn Player" style="border: none" src="//html5-player.libsyn.com/embed/episode/id/29259963/height/90/theme/custom/thumbnail/yes/direction/forward/render-playlist/no/custom-color/88AA3C/" height="90" width="600" scrolling="no" allowfullscreen webkitallowfullscreen mozallowfullscreen oallowfullscreen msallowfullscreen></iframe> https://assets.libsyn.com/secure/item/29259963