In just a few days from now, we are about to enter 2015. Indeed, it is a brand new year and new start for everyone. California employees, in particular, are looking forward for 2015 simply because of the new laws that would significantly impact the workforce, as well as the whole aspect of employment in the state. Thus, here are some of the notable California legislative bills that have been signed into law by Governor Edmund “Jerry” Brown and would take effect next year:
- Assembly Bill 1522. AB 1522 was approved by the Governor on September 10, 2014, enacting the Healthy Workplaces, Healthy Families Act of 2014, and is expected to take effect July 1, 2015. Here, all employers, regardless of size and sector (public or private), must be able to provide all workers with sick leave. A worker accrues one hour of sick leave “at a rate of no less than one hour for every 30 hours worked.” He or she “would be entitled to use accrued sick days beginning on the 90th day of employment.”
- Assembly Bill 2053. AB 2053 was approved on September 9, 2014. This would add to the already existing requirement of employers with 50 or more employees to provide at least 2 hours of training and education with regards sexual harassment to all employees handling supervisory roles once every 2 years. With the bill signed and passed into law, the training requirement would prevent further “abusive conduct.” In other words, the focus won’t only be on training against harassment based on sex, but any verbal abuse or physical conduct regardless if it is based on sex/gender or not.
- Assembly Bill 1660. AB 1660 was approved September 19, 2014. This law makes it illegal under the state’s Fair Employment and Housing Act (FEHA) to discriminate, harass, or retaliate against an individual because he or she holds or shows a driver’s license under the provisions sets forth by the Department of Motor Vehicles (DMV) last year. The provisions, as required by the law, stipulate that the agency must issue California driver’s licenses to those who are “unable to submit satisfactory proof that the applicant’s presence in the United States.” That is, as long as he or she meets certain requirements for licensure and being able to show acceptable proof of his or her residency in California.
These are just some of the laws to watch out for next year. Employees must be able to take note of these developments. Employers must do the same or they could risk facing legal consequences if they fail to adhere to these newly-signed bills in 2015.
If you wish to read more about Employment Law in California, you can simply visit this website: http://www.employmentattorneyservices.com/