California Assembly Bill 5, the Opportunity to Work Act, was recently approved by the California Assembly Committee on Labor and Employment. If passed, AB 5 would require California employers to offer additional work hours to current, part-time employees before hiring new ones.
California Assembly Bill 1732, also known as California’s “bathroom bill,” was signed by Governor Jerry Brown in September 2016 and enacted on March 1, 2017. Here’s how the new law will impact workplace rules, and protect and benefit employees working in California.
California Assembly Bill 488 went into effect on January 1, 2017. The newly enacted law expands the California Fair Employment and Housing Act (FEHA) by offering important employee protections to severely disabled workers.
California Senate Bill 1001 went into effect on January 1, 2017. The newly enacted legislation expands several California labor and employment law bills and gives more immigration-related protections to job applicants and incumbent employees relating to “document abuse.”
SB 1001 comes to Californians at an interesting time of change at the federal level in terms of unfair immigration-related employment practices.
In 2016, California Governor Jerry Brown signed into law many important employment law-related bills that will affect California employees and employers beginning in 2017. The following summary highlights some of the new California employment laws that are set to help expand employee protections beginning January 1, 2017.
Recently, California Governor Jerry Brown signed into law Senate Bill 1241. The new law, which will take effect on January 1, 2017, adds Section 925 to the Labor Code and intends to ensure that employees who primarily live and work in California have the benefit of a local forum and employee protections of California law during employment disputes. The new law voids forum selection and choice of law clauses in employment agreements.
Recently, California Governor Jerry Brown signed Assembly Bill 1843 into law. The bill, which goes into effect on January 1, 2017, amends the California Labor Code to make it illegal for employers to use certain juvenile records in hiring decisions. But what does the new law entail, and how will it impact California employees?
According to some, California is now playing second fiddle to Massachusetts when it comes to equal pay based on gender. But Governor Jerry Brown recently signed California Assembly Bill 1676 into law. The new employment law bill that breezed through the Legislature (with practically no opposition) prohibits employers from solely using an applicant’s salary history to justify wage disparity.
Governor Jerry Brown is expected to sign a measure that would make farm workers eligible for overtime pay after only eight hours per day, instead of the current ten hours. Lobbyists for agricultural workers successfully killed an earlier, similar proposal, but Assembly Bill 1066 passed both the Assembly and the House by relatively wide margins. The measure basically phases out the current ten-hour exemption, so by 2022, all agricultural workers, even those who work at facilities with 25 employees or fewer, will be entitled to overtime after eight hours worked in a day; larger farms must comply by 2019.
Assemblywoman Lorena Gonzalez (D-San Diego) is AB 1066’s prior sponsor. There are fourteen co-sponsors in the Assembly and five in the Senate.
California voters will soon vote on Proposition 56, a ballot initiative that would raise the cigarette tax throughout the state from 87 cents per pack to $2.87 per pack, according to SFGate.com. Money from the increased tax on tobacco would go to help fund MediCal, along with education efforts and cessation programs to help prevent smoking in California. While voters debate this highly visible measure, many have failed to notice the more subtle, but still important changes to workplace smoking laws that passed this May.