The California Privacy Rights Act, effective January 1, 2023, will impose specific notice obligations on employers. This article focuses on one such requirement: a privacy policy that must be posted online or on the employer’s internet website.
The impending effective date of the California Privacy Rights Act has created a lengthy list of compliance tasks for corporate HR and legal teams, including preparing and implementing an addendum for service agreements with vendors that handle HR data.
On January 1, 2023, the California Privacy Rights Act (CPRA) will go into effect and California employers will be required to develop a compliance model to address the range of new privacy rights granted to their workforce members under the law.
A discussion of steps employers can take in advance of the CRPA compliance deadline, including building a CPRA compliance team, data retention, vendor management and watching for other state law developments.
A discussion of new vendor contracting issues related to the CPRA, such as both requirements and recommendations for provisions to be included in the necessary addenda to vendor or service agreements.
The “Purge Rule,” retention schedules, and data breach risk. Kwabena Appenteng explains what could be the most burdensome compliance requirements for employers.
The California Privacy Rights Act, which goes into effect on January 1, 2023, grants six new rights to California residents in their roles as employees, applicants, independent contractors, and other human resources members.
The California Privacy Rights Act expands employers’ obligations with respect to the privacy of human resources data more dramatically than any other legislation in U.S. history.
