WineDirect WebinarJuly 12, 2023 10 AM (PST) DP&F Partner, Bahaneh Hobel, will speak on the latest updates in Direct-to-Consumer (DTC) regulations. With a specific focus on key developments like the California Bottle Bill, Colorado Delivery Fee, Alaska's new licensing requirements, and the California Privacy Rights Act (CRPA), this event is a must-attend for wineries and professionals in the DTC space. Please click this link to register.

Join us for a quick, informative webinar on July 12th at 10am as industry experts, Jeff Carroll, WineDirect's VP Partnerships and Compliance, and Bahaneh Hobel, Head of Alcohol Beverage Law and Compliance at Dickenson Peatman & Fogarty, shed light on the latest updates in Direct-to-Consumer (DTC) regulations. With a specific focus on key developments like the California Bottle Bill, Colorado Delivery Fee, Alaska's new licensing requirements, and the California Privacy Rights Act (CRPA), this event is a must-attend for wineries and professionals in the DTC space. Don't miss this opportunity to stay ahead of the curve and gain valuable knowledge from leading experts in the field. Register now to secure your spot and ensure you are well-prepared to adapt to the recent changes in DTC regulations.

In September of 2022, California Governor Gavin Newsom signed into law Senate Bill 1162, also known as SB 1162, the Pay Transparency Act, which went into effect on January 1 of this year. This new pay transparency law adds new requirements for payroll, hiring, and recruiting in the state of California. SB 1162 sets new expectations for businesses operating and hiring in the state of California regarding pay scale and pay data reporting, making adherence to the new requirements especially important for payroll, hiring, and recruiting. This new development highlights the ever-changing nature of the landscape of California employment law and the importance of having HR support specialists who focus on these California requirements on your side. How California Expands Pay Transparency Requirements In an earlier blog post, we looked into the key points from SB 1162, namely its new requirements for pay scale and pay data reporting. For hiring and recruiting personnel, the former is most pert

With the start of the new year, it is time to dust off the employee handbook, review your policies and procedures, and make sure they comply with all the new laws, regulations, and interpretations that have either already gone into effect or will in early 2023. Below, we have identified our “top 10” changes. Please keep in mind there were hundreds of laws, regulations, and changes implemented at the local, state, and federal levels throughout 2022.  So, if you need a handbook/COVID-19 policy review or have any questions, please call. 1. California and Local Minimum Wage Raised – In addition to the gradual increase to minimum wage that has been in effect under California law, several Sonoma County cities have increased minimum wage beyond that required by the state. Below is a table that describes the state and local city requirements: Locality Effective Date Employers With 26 Or More Employees Employers With Less Than 26 Employees California 1/1/2023 $15.5

In 2018, California adopted the most extensive privacy provisions in the United States, the California Consumer Privacy Act of 2018 (CCPA.) Emulating provisions adopted in Europe’s General Data Protection Regulation (GDPR), the CCPA gives California consumers of certain, generally larger, businesses rights relating to the use and sale of personal information like names, addresses or internet purchasing history. In general, the CCPA provides consumers with the right to learn what categories of personal information are collected or sold; to request businesses delete their personal information or opt-out of the sale of their personal information; and creates liability for failing to reasonably protect consumers’ personal information. California residents voted 56%-44% in the November 2020 election to amend and expand the CCPA through the passage of Proposition 24, the California Privacy Rights Act (CPRA). Proposition 24 imports more of the GDPR’s provisions, providing

The new decade is starting off with a tsunami of new laws and regulations that will affect California businesses. Companies operating in California will have to be prepared for significant changes or open themselves up to potential litigation, fines, and other risks. Here’s what you need to know coming into the new year: 1. AB 5 AB 5 creates a more stringent test for determining who is an independent contractor or employee in California. Known as the “ABC test,” the standard requires companies to prove that people working for them as independent contractors are: A) Free from the firm’s control when working; B) Doing work that falls outside the company’s normal business; and C) Operating an independent business or trade beyond the job for which they were hired. Legal experts recommend that employers: Perform a worker classification audit, and review all contracts with personnel. Notify any state agencies about corrections and changes to a worker’s