Employment Law & Compliance Highlights from the Law Offices of Paul P. Cheng

Employment Law & Compliance Highlights from the Law Offices of Paul P. Cheng

– FEDERAL –

Expanded PUMP Act Protections for Rail Carrier and Motorcoach Employees

Effective December 29, 2025, amendments to the Fair Labor Standards Act (FLSA) under the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act) extend workplace lactation protections to certain employees of rail carriers and motorcoach service operators.

Covered employees are entitled to:

• Reasonable break time to express breast milk; and
• Access to a private, non-bathroom space that is shielded from view and free from intrusion by coworkers and the public.

These protections may apply for up to one year following the birth of a child while the employee is working. Limited exemptions may be available for certain positions or where compliance would impose significant difficulty or expense or create unsafe conditions.

The U.S. Department of Labor’s Wage and Hour Division has issued guidance to assist employers with compliance, including Fact Sheet #73B, general FAQs, and industry-specific FAQs for the transportation sector.

Department of Labor Launches New Compliance Assistance Tools

On January 26, 2026, the U.S. Department of Labor announced new and updated compliance assistance resources designed to help employers understand and comply with federal labor laws and reduce the risk of violations. These tools include:

• A centralized compliance assistance webpage;
• A new FMLA educational video series; and
• Updated industry-specific compliance toolkits.

Employer Takeaway:

Employers in the transportation industry should review workplace policies, facilities, and scheduling practices to ensure compliance with expanded PUMP Act requirements and take advantage of the Department of Labor’s updated compliance resources.

For questions about how these federal updates may impact your business, contact PPRCLaw for guidance tailored to your operations at 888.356.4937.

– CALIFORNIA –

Los Angeles County Amends Predictive Scheduling Requirements for Retail Employers

Effective January 1, 2026, Los Angeles County Ordinance No. 2025-0057 amends the County’s Fair Workweek (Predictive Scheduling) Ordinance to clarify when retail employers must provide predictability pay after making work schedule changes.

Under the amended ordinance, covered retail employers must pay predictability pay at one-half the employee’s regular rate of pay when:

• The employer reduces an employee’s scheduled work time, resulting in a loss of more than 15 minutes from the posted work schedule; or
• A retail employee is scheduled for an on-call shift but is not called in to work.

Retail employers operating in Los Angeles County should review scheduling practices, on-call policies, and payroll procedures to ensure compliance with the revised requirements.

Revised California Paid Sick Leave Poster Issued

The California Department of Industrial Relations, Division of Labor Standards Enforcement (DLSE), has released an updated Healthy Workplaces/Healthy Families Act: California Paid Sick Leave poster.

The revised posting reflects statutory changes under Assembly Bill 2499 and Assembly Bill 406, which expanded permissible uses of paid sick leave for employees who are victims of domestic violence or other specified crimes, as well as for employees whose family members are victims.

Employers must display the most current version of the poster in a location where employees can easily review it.

California Labor Commissioner Publishes “Know Your Rights” Notice Template

In connection with Senate Bill 294, the California Labor Commissioner has published a “Know Your Rights” notice template in English and Spanish to assist employers with compliance.

SB 294 requires employers to provide a stand-alone written notice outlining specified workers’ rights:

• To all current employees on or before February 1, 2026, and
• Annually thereafter, as well as to new employees at the time of hire.

The Department of Industrial Relations has indicated that additional language versions will be released and that the notice will be updated annually.

Employer Takeaway:

California employers, particularly retail businesses operating in Los Angeles County, should promptly review scheduling policies, update workplace postings, and implement procedures to ensure timely distribution of required employee notices.

For assistance with compliance, policy updates, or training, contact PPRCLaw.

At the Law Offices of Paul P. Cheng & Associates, we counsel businesses on California labor compliance and defense. If you have questions about how these changes affect your operations, contact our office to ensure your policies are updated before January 2026.

These developments highlight the evolving landscape of employment regulations on both federal and state levels. Employers should stay updated and ensure compliance to avoid legal pitfalls and potential penalties. Legal counsel is recommended to navigate any complex changes effectively.

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