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.
A variety of new California employment law bills have been sprouting up this spring despite the February deadline to introduce bills in the California Legislature. Because California employment legislation is constantly changing, it’s important for employees to know what may soon impact them in the workplace. Here are five workplace-related bills that we think employees need to keep their eyes on.
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?
On July 1 2016, the Los Angeles minimum wage increased to $10.50 per hour and will continue to rise until it reaches $15 by 2020.
It is important for workers in Los Angeles to understand what the new minimum wage ordinance entails so they can ensure that their employers are not violating minimum wage laws. This article will answer commonly asked questions about the new Los Angeles minimum wage increase and what you can do if you employer fails to pay you the required minimum wage.
AB 1890 is a pending bill that would offer more equal pay opportunities to private sector employees in California. The bill would do this by requiring California contractors that employ 100 or more workers to submit pay equity reports on an annual basis, detailing total compensation earned by every employee, with gender, race and job category clearly defined.
This pending fair pay law follows the California Fair Pay Act which went into effect in January 2016.
On Wednesday, March 16, the Georgia House approved changes to HB 757, a bill that would have protected opponents of same-sex marriage, and offered less civil and employee protections to the LGBTQ community. The changes in the bill would have allowed people to lawfully decline performing same-sex marriages, prevent government burden of religious belief and would have even made it lawful for Georgia employers to refuse jobs to workers because of their sexual orientation.
The bill’s ban on anti-discrimination protections prompted a slew of California’s biggest tech companies and politicians to urge Georgia Gov. Nathan Deal to do the right thing by vetoing the bill. A few days later, after feeling the heat, Deal decided to veto HB 757.
Last year, California Governor Jerry Brown signed into law a handful of employment law-related bills that give California employees more protections against unlawful employer retaliation. On January 1, 2016, AB 987 was just one of the new laws that went into effect, extending anti-retaliation protections to employees who request reasonable accommodations due to eithera disability or religious beliefs.
But how exactly does the new employment law protect California workers? This article will answer key questions about AB 987 to help you better understand your employee rights.
An astronomical sexual harassment problem in higher education institutions may actually come to a halt now that a California Congresswoman has announced a newly proposed bill that would bring to light confidential sexual harassment investigations into faculty members.
You may recall that last year, a leaked confidential report revealed that University of California, Berkeley had conducted an investigation into one its very own astronomy researchers, ultimately finding that the prominent researcher had repeatedly engaged in unlawful harassing behaviors. In fact, the report was so confidential that even the researcher’s coworkers didn’t know about it. But once the report leaked, faculty voiced demands for the researcher to resign. However, he wasn’t the only astronomer who had been accused engaging in conduct that violates Federal civil rights law, Title IX and the California Fair Employment and Housing Act, Cal. Gov. Code § 12940 et seq.
Last October, California Governor Jerry Brown signed into law a slew of employment law-related bills that offer more protections to California employees. And on January 1, 2016, a number of them took effect, including AB 1509, which extends whistleblower and anti-retaliation protections for employees whose family members engage in whistleblower activities.
The new whistleblower and anti-retaliation protections of AB 1509 extend to some key sections of California Labor Code, which will protect more California workers from unlawful employer behaviors. But how does the new law protect employees from retaliation, exactly?
This article will answer your questions about AB 1509 so you can better understand your rights as an employee in California.
In 2015, California Governor Jerry Brown signed a number of employment law-related bills that could have a significant impact on both California workers and employers in 2016. Many of the bills included employment laws that will offer employees even more protections under California law, including: SB 358, a law that will aggressively close the gender wage gap, AB 1509 that offers greater whistleblower and anti-retaliation protections, and California’s notable minimum wage increase.
The following summary will fill you in on the laws that will further protect California employees from workplace discrimination, retaliation, and more in 2016.