The new proposed employment bills that may affect private employers were presented to Governor Brown and he must act upon them by October 15, 2017. Any bills signed by Brown will take effect January 1, 2018, unless otherwise specified by the bill.
The most notable bills on Brown’s desk include:
AB 1008 also known as “Ban the Box” would amend the California Fair Employment and Housing Act (FEHA) and affects employers with five or more employees. This regulation would prohibit questions about an applicant’s conviction history before a conditional offer of employment. The bill would also limit consideration of arrests that did not result in convictions.
AB 1209 would become effective on July 1, 2019. This regulation effects all employers with 500 or more employees in California. Employers would be required to file a statement of information with the Secretary of State to report the difference between the mean and median wages of male and female employees who are exempt administrative, executive, or professional employees, or board members, in California.
AB 168 limits an employer’s ability to ask about or rely on an applicant’s salary history when making employment decisions. Employers would also be required to provide applicants a position’s pay scale information.
SB 396 would require employers with 50 or more employees to include in their sexual harassment training to supervisory employees, training on harassment based on gender identity, gender expression, and sexual orientation. Additionally, AB 396 would also require employers with five or more employees to display in the workplace a Department of Fair Employment and Housing poster regarding transgender rights.
Several bills that did not make the September 15, 2017 cutoff. Therefore, many proposed bills did not make it to Brown’s desk. It is highly anticipated that these bills will be considered in the next legislative session. Look forward to hearing more about AB5, AB1099, AB1565, and SB 562.