Governor Brown recently signed into law six new statutory obligations that take effect on January 1, 2018. Several new regulations require action in updating your job application, new hire materials, leave of absence policies and your Employee Handbook. Contact us – BlueFire HR is here to help you check this off your Holiday To-Do List today!
Ban on Salary Inquiries
Employers can no longer ask job applicants about their current or prior earnings. Employers must also provide the pay scale for a position upon an applicant’s request.
Parental Leave for Small Employers The California Family Rights Act (“CFRA”) provides 12 weeks of child bonding parental leave to employees at companies with 50 or more employees. However, California Senate Bill 63 (, the “New Parent Leave Act,” extends CFRA rights to employees at small businesses working at locations with at least 20 employees within a 75 mile radius within the first year following a child’s birth, adoption or placement into foster care.
“Ban The Box”-Conviction History of Applicants
Employers with at least five employees won’t be allowed to consider a job applicant’s criminal history until a conditional employment offer is made. If an employer denies employment based on an applicant’s criminal history, the employer must follow certain steps before making a final decision.
Harassment Training on Gender Identity, Expression & Sexual Orientation
This regulation requires gender identity and sexual orientation harassment training. Sexual harassment training is already required for employers with 50 or more employees. That must soon include training on gender identity, gender expression and sexual orientation harassment. Employers will also need to post a transgender rights notice in the workplace.
Immigration Worker Protection Act (AB 450)
Employers will be required to demand warrants and subpoenas from Immigration and Customs Enforcement (ICE) agents before any enforcement activities and will need to provide certain notices to employees and their union representatives.
Expansion of the Labor Commissioner’s Authority For Retaliation Claims
The new regulation will provide the California Labor Commissioner greater authority to investigate and assure compliance with anti-retaliation laws.
Senior HR Consultant