What legal requirements do I need to follow as a small business owner in California regarding employee rights and discrimination?

Legal Requirements for Small Business Owners in California

As a small business owner in California, it is important to adhere to a number of legal requirements related to employee rights and discrimination. These requirements include:

1. Minimum wage: All employers in California are required to pay their employees at least the minimum wage, which is currently set at $13 per hour for businesses with 25 or fewer employees, and $14 per hour for businesses with 26 or more employees.
2. Overtime pay: Hourly employees are entitled to overtime pay at a rate of 1.5 times their regular hourly rate for any hours worked over 8 in a day or 40 in a week. Additionally, they are entitled to double the regular hourly rate for any hours worked over 12 in a day.
3. Paid sick leave: Under California law, employers must provide their employees with paid sick leave. Employees accrue sick leave at a rate of 1 hour for every 30 hours worked, up to a maximum of 48 hours per year.
4. Family and medical leave: Certain employees are entitled to take up to 12 weeks of unpaid leave in a 12-month period for qualifying reasons under the California Family Rights Act (CFRA), including the birth or adoption of a child and caring for a seriously ill family member.
5. Discrimination: Employers are prohibited from discriminating against employees on the basis of a number of protected categories, including race, gender, religion, disability, and sexual orientation. Employers are also required to provide reasonable accommodations for employees with disabilities.
6. Sexual harassment: Employers are required to take steps to prevent and respond to sexual harassment in the workplace, including providing training and establishing a complaint process.
7. Workplace safety: Employers must provide a safe work environment for their employees and comply with federal and state workplace safety regulations.

It is important to note that there may be additional requirements and exceptions based on the size and type of your business, as well as any collective bargaining agreements or employment contracts that you have in place. Therefore, it is recommended that you consult with a licensed attorney to ensure that you are fully compliant with all applicable laws and regulations.