MINIMUM WAGE INCREASES OVER TIME TO $15.00/HOUR. Beginning January 1, 2017, the minimum wage increases to $10.50/hour for employers of 26 or more employees, rising to $11.00 on January 1, 2018, with annual $1.00 increases thereafter until reaching $15/hour on January 1, 2022. Small employers (up to 25 employees) get an additional year: $10.50 beginning January 2018, $11.00 in 2019, and $1.00 annual increases to $15/hour on January 1, 2023. The governor may temporarily halt an increase given a forecasted budget deficit over 1% of annual revenue or poor economic conditions. Minimum wage increases also raise the exempt-employee salary threshold and piece-worker payments for non-productive time.

WRITTEN HARASSMENT, DISCRIMINATION AND RETALIATION PREVENTION POLICIES ARE NOW REQUIRED FOR ALL EMPLOYERS. Effective April 1, 2016, every California employer must have a written prevention policy that: lists all current protected categories under the Fair Employment & Housing Act; states employees are protected from illegal conduct from any workplace source (coworkers, supervisors, managers, third parties); creates a confidential complaint process ensuring timely response, impartial investigation by qualified personnel, documentation and tracking, remedial action, and timely closure; provides a means to complain to someone other than a direct supervisor; requires supervisors to report complaints to a designated representative; and makes clear there will be no retaliation for complaining or participating in an investigation.

PUBLICATION OF POLICY. Employers must publicize the policy — e.g., providing a copy to all new hires and current employees with a signed acknowledgment, and posting it. If at least 10% of the workforce speaks a language other than English, the policy must be translated into that language.

NEW DEFINITIONS were provided for gender expression, gender identity, transgender, and gender discrimination (including sexual stereotyping). NEW TRAINING & RECORDKEEPING: sexual harassment prevention training must cover potential employer and individual liability and supervisors' reporting obligations, and employers must keep training materials (sign-in sheets, course materials, webinar Q&A) for two years. PREGNANCY LEAVE NOTICE: the DFEH's "Your Rights and Obligations as a Pregnant Employee" posting replaces former Notice A.

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