We are only one month into the new year but that hasn’t stopped California lawmakers from proposing massive, additional employment regulation laws.
We still must see what gets through the Legislature and is signed by the Governor. However, here is a sample of the bills that have been introduced:
- The “Opportunity To Work” Act. This Assembly Bill is an effort to require employers to provide additional hours of work to part time employees. If passed as presently formulated, it will apply to employers with 10 or more employees in the state, and will require employers to offer additional hours of work to an existing employee before hiring any additional employees or subcontractors, including hiring an additional employee or subcontractor through the use of a temporary employment agency, staffing agency, or similar entity. The Assembly Committee on Labor and Employment is likely to hold hearings on the bill in mid-March or April. Stay tuned.
- More Equal Pay Act Legislation. Assembly Bill 46 would make the recently enacted Equal Pay Act applicable to private and public sector employees. Assembly Bill 168 would prohibit an employer from seeking salary history information (including compensation and
benefits) about an applicant for employment. An almost identical bill was vetoed by the Governor last year. - More Family Leave Proposals. Senate Bill 62 seeks to extend the California Family Rights Act (“CFRA”) to cover leave for grandparents, grandchildren, siblings and parents-in-law. It would also remove existing age and dependency restrictions from the CFRA’s definition of child so that leave could be taken under the act to care for independent adult children.
As California attempts to respond to the Trump Administration’s legislative attempts to limit employee rights by providing employee rights at the State level expect to see much, much more employment legislation from the California State Legislature. The deadline for bills to be introduced is February 17, and the majority of bills are introduced in the last few days before that deadline. We recommend employers stay in contact with their California attorneys as this wave of employment legislation washes over the State.
The information presented is not intended to be, and does not constitute, “legal advice.” Because each situation varies, and only brief summary information is provided here, you should not use this information as a basis for action unless you have independently verified with your own counsel that it applies to your particular situation.
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