A number of significant changes in California employment and related laws will take effect tomorrow that employers should be aware of. Earlier in the fall, Governor Gavin Newsom signed an array of bills into law – some of which have already become effective – that will have an impact on employers in the Golden State. Leave laws are expanded by AB 1033 in that parent’-in-law is added to the definition of a parent for purposes of family care and medical leave under the California Family Rights Act along with other changes that modify the process related to the small employer (5-19 employees) family leave mediation pilot program. SB 807 extends the current personnel records retention from two to four years and if there’s litigation, the records must be kept for the longer of the litigation or the statute of limitations. Food delivery and facility personnel will now get to keep all of their tips thanks to AB 286, which makes it unlawful for a food delivery platform to retain any portion of tips or gratuities. All tips for delivery must be paid to the person delivering the food order. And, SB 639 initiates the phase-out of the state program allowing the certain employers to pay less than minimum wag for employees with physical or mental disabilities under the subminimum wage certification program. No new licenses will be issued for the program starting tomorrow, January 1, 2022 and existing license holders must meet certain benchmarks to renew their licenses in the phase-out plan. There are other significant changes (intentional wage theft, employment related posters, and non-disclosure agreements among others) that we cannot properly detail here, so you should speak with your employment counsel or other HR experts about new laws becoming effective.