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Allison Scott

Based in California, Allison concentrates her practice on employment litigation and counseling, assisting clients in virtually all areas related to labor and employment.

Assembly Bill 2499 (AB 2499), which took effect on January 1, 2025, broadens previous requirements on how California employers treat employees who are victims of violence or who are the family members of victims. The new law broadens previous requirements and introduces several key changes for employers, including:

  1. An expanded definition of “victim”
  2. Reasonable accommodations for employees who are family members of victims
  3. The right to take leave for family members of victims (for employers with 25 or more employees)
  4. Greater access to paid sick leave
  5. New notice requirements for employers

High winds and drought conditions have fueled severe wildfires, devastating communities around Los Angeles, California. The fires have destroyed thousands of homes and businesses, while firefighters are working tirelessly to gain control. On January 8, 2025, President Biden approved a “Major Disaster Declaration” for California.

A new California law requires employers to notify all current and former employees if any signed employment agreement (e.g., offer letter, non-disclosure agreement, employment contract), contains an invalid post-employment covenant not to compete (a “non-compete provision”). Assembly Bill 1076, signed last month by Gov. Newsom, requires employers to give written notice to all affected current and former employees that the non-compete provision is void by February 14, 2024.