California Senate Bill (SB) No. 657 was signed into law in July 2021, allowing employers to attach workplace notifications to remote employee emails. While this change to the law may appear small, it is significant to employers who have a growing remote workforce.
With more and more companies allowing employees to work from home, an employers’ inability to attach important notifications was an area of exposure. SB No. 657 helps to mitigate that risk.
However, it is important to note that while employers can email workplace notifications to remote employees, they are still required to display messages physically within an office common area for all “in-person” employees to see, as they would have before the Senate passed SB No. 657.
Read on to learn more from the team at Sherman Law Corporation about how this law came about and what it means for your business.
The reason behind the California State Senate decision
The Senate recognized that the COVID-19 pandemic shifted in-person employees to remote positions – and that the trend towards remote work was likely here to stay.
According to the California Senate Standing Committee, the intent behind passing SB. No. 657 was to:
- Enable employees working remote access to workplace notifications that would otherwise be posted physically within an office setting.
- Provide employers with a new way to inform employees about legal requirements within the workplace while requesting electronic signatures and receipt confirmations.
Since SB No. 657 provides employers with a more efficient way to keep remote employees informed of workplace notifications, especially when it comes to timekeeping (such as breaks and overtime), this legislation has the potential to protect employers against fraudulent claims and lawsuits.
Workplace Notifications posted under California Law
California law requires employers to provide all employees with information about:
- Wage order(s) that are specific to the company’s industry or employee’s occupation
- The rate(s) of pay and basis (hourly, shift, day, week, salary, commission, overtime, etc.), as well as the company’s designated payday
- Information on accrued sick leave and using paid sick leave
- Safety rules and regulations, as well as directions for employees to report unsafe working conditions
- Employee rights and responsibilities, including employee whistleblower information
- Any information that is provided by the California Labor Commissioner
Contact Sherman Law Corporation today
If you have questions about the effects of SB No. 657, or any other piece of legislation on your business, feel free to contact Lisa Sherman via phone (323) 488-2087 or email Lisa@sherm-law.com.