If you saw our blog on all the 2023 California employment law updates, then the California Privacy Rights Act (CPRA) regulations may ring a bell. For California employers, there has been a recent Court decision to be aware of. The deadline to enforce the new CPRA regulations has been pushed to March 2024. While you have some more time to prepare, it’s good to take advantage of the extra time to make sure you are aware of the essential updates.
A Quick Introduction to CPRA
First things first, let’s do a quick refresh on what CPRA entails. Think of it as an enhanced version of the California Consumer Privacy Act (CCPA). It’s all about giving consumers more control over their personal data, giving them peace of mind that the businesses they are giving their personal information to, are handling it with care. Introduced to further strengthen privacy rights and protections, CPRA has become the gold standard for California when it comes to privacy regulations.
New Deadline for Enforcement
As mentioned earlier, California Judge Arguelles ruled to extend the deadline for enforcing the CPRA regulations until March 2024. This was due to the finalized guidelines, detailing how companies should manage consumer privacy rights requests and various other compliance measures, not being released until March 29 of this year. As a result, it was decided to begin enforcement of this next year since the specific mention of these dates suggests that voters expected a period between the establishment of the final rules and their enforcement.
Importance of Compliance for Employers
With California employers having about six months before the CPRA gets enforced, now is the perfect time to get your ducks in a row to ensure compliance. Here’s the deal: If you’re not compliant, you could face some hefty penalties and fines, which is the last thing you, as a business owner, would want. Businesses not in compliance will be subject to a fine of $2,500 per violation or up to $7,500 for each intentional violation.
Apart from the fines, not being in compliance with properly managing your customers’ personal information can severely damage your company’s reputation. Having to explain to your customers why their data wasn’t protected adequately is not a position anyone would want to be in.
Key Updates in CPRA Regulations
Change is the only constant, and the CPRA is no exception. Here are some of the updates you should make note of:
Consumer Rights: The updated CPRA ensures that consumers can now prevent businesses from sharing personal data, raising the privacy bar a notch higher.
Data Handling: It also introduces new rules on data minimization and purpose limitation. Simply put, you can’t collect more data than you need, and you must be clear on why you’re collecting it.
Opt-out Instructions: Your business should provide clear instructions on how consumers can opt out of data selling or sharing. Crystal clear clarity is the name of the game.
Data Access and Deletion Requests: Responding to consumers’ requests for data access or deletion becomes even more paramount. Ensure your systems can handle these seamlessly.
Preparing for the March 2024 Deadline
Take advantage of the extended time and prepare ahead to ensure you get everything in order:
Conducting a Data Inventory: Do you know where all your data resides? If not, it’s time for a thorough data inventory.
Training Employees: Make sure your team really grasps the nitty-gritty of CPRA requirements. This way, you’ll dodge those potential violations.
Updating Privacy Policies: Dive deep into your policies, nitpick if you must, and tweak them to vibe with CPRA standards.
To conclude, CPRA isn’t just another item on the list. It’s a big leap towards giving consumers more peace of mind about their privacy. With the extended deadline to March 2024, it’s a golden chance for California employers to nail compliance and keep their customers’ trust going strong. So, roll with the punches, plan ahead, and let privacy become the heart of what you do.
DISCLAIMER: Content within this post should not be considered legal advice and is for informational purposes only. Communications made through this post do not create an attorney-client relationship. Hackler Flynn & Associates is not responsible for any content that you may access from third-party resources that may be accessed through or linked to this post.
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