2020 California Employment Law Update #1: Arbitration in the Workplace
How do California’s new rules and regulations impact arbitration? Find out in this first part of our new series on CA employment law.
New California law took effect January 1, 2020.
In 2020, California has new rules, regulations, and court rulings that have changed the employment law landscape. In this four-part series, we bring you key new laws for 2020. Our first update is on arbitration in the workplace.
Arbitration Agreements
California now prohibits employers from requiring employees and applicants to arbitrate claims under the Fair Employment and Housing Act (FEHA) and the Labor Code. These laws cover discrimination, harassment, retaliation, and wage and hour. The new law also prohibits class action waivers and arbitration programs that require employees to “opt out” if they do not want to be part of an arbitration program. There are exceptions to the new bar, including for settlement agreements and negotiated severance agreements.
This change took effect on January 1, 2020, and arbitration agreements signed before that will be subject to the prohibition.
The full 2020 California Employment Law Update series:
- Arbitration in the Workplace (this article)
- Compensation
- Fair Employment
- Time off
You might also like:
- Drive Your Nonprofit’s Mission by Investing in Your People
- Supporting Caregiver Employees in the Nonprofit Sector
- Increase Safety for Your Nonprofit’s Team
- Ask Rita in HR: Should Murphy’s Law Be a Consideration in Making HR Decisions?
- Moving Beyond Performance: Making DEI Actionable
You made it to the end! Please share this article!
Let’s help other nonprofit leaders succeed! Consider sharing this article with your friends and colleagues via email or social media.
About the Author
Jeanine DeBackerof McPharlin Sprinkles & Thomas LLP represents employers throughout Northern California when employees sue for harassment, wrongful termination, discrimination and not getting paid correctly. She also advises clients on how to avoid getting sued in the first place. Jeanine conducts trainings for employees on harassment prevention and maintaining a respectful workplace. Finally, Jeanine is a neutral workplace investigator.
Articles on Blue Avocado do not provide legal representation or legal advice and should not be used as a substitute for advice or legal counsel. Blue Avocado provides space for the nonprofit sector to express new ideas. The opinions and views expressed in this article are solely those of the authors. They do not purport to reflect or imply the opinions or views of Blue Avocado, its publisher, or affiliated organizations. Blue Avocado, its publisher, and affiliated organizations are not liable for website visitors’ use of the content on Blue Avocado nor for visitors’ decisions about using the Blue Avocado website.
Related Posts
