Law new is an idea that many people are starting to embrace and that can be a great thing for all those in the legal industry. This type of practice allows firms to focus on a particular area of the field and offer the kind of help that clients need in a way that doesn’t disrupt the rest of their operations.
It’s important for lawyers to understand what this means and how it can benefit their firm and their clients. Taking a close look at the way this concept works can help them to create value that they otherwise might not have been able to achieve.
New laws in California
When lawmakers and the governor pass a new law, it can mean big changes in the state or just minor updates. Some of these new laws may be minor tweaks to existing ones, while others are more narrow or specific to a certain industry.
These laws can have a direct impact on your life. If you’re a consumer, they could affect your shopping habits or your ability to purchase goods and services at certain locations.
Similarly, if you’re an employee, they can affect your employment rights and your ability to get paid what you deserve. They can also influence the way government agencies respond to your situation.
As a result, it’s vital to know the ins and outs of all the new laws that are being enacted in California. This can give you an edge in your next job interview or allow you to better prepare yourself for the day when your employer makes changes to your contract.
A good example of this is the recently passed legislation that gives private citizens the right to sue manufacturers and sellers of illegal “ghost guns” or assault-style weapons for up to $10,000 if they violate the law. Whether this law stays or goes remains to be seen, but it is an interesting way to go about addressing the problem of gun violence in the United States.
The SHIELD Act (S.621B/A.4947B)
Carlos’ Law was named after a 22-year-old construction worker who was killed on the job in 2015. This new law makes it a crime for any corporation to cause the death or serious injury of any employee working on a public worksite in New York City without justification.
It will also require employers to pay a minimum wage that is higher than the federal minimum wage. It will also ban the practice of requiring employees to sign contracts that prohibit them from filing wage claims in court for up to two years.
The bill will require retail employers to provide at least 72 hours of notice to employees before changing or adding work shifts. It will also prohibit on-call scheduling for retail workers.
Increasing accountability for dangerous workplace conditions
This bill would create a task force to investigate and report on dangerous workplace conditions. It will also require workers to have medical clearance before being allowed to perform certain tasks and will make it a criminal offense to expose employees to hazardous substances or toxins.