Part 2: 2018 Brings Changes to California’s Labor and Employment Laws: Part Two of a Three Part Series

From the Labor & Employment Department:

2018 Brings Changes to California’s Labor and Employment Laws: Part Two of a Three Part Series

New legislation regarding labor and employment laws in California became effective on January 1, 2018. Several laws address parental leave, hiring practices, gender discrimination and harassment, wages, workplace safety and workers’ compensation. Here is a brief overview of noteworthy changes in the legislation for employers:

Discrimination, Harassment and Retaliation Protections:

  • SB 396 requires covered employers to include in any mandatory course training inclusive of harassment based on gender identity, gender expression and sexual orientation in any mandatory training course they use, and to display a poster on transgender rights.
  • SB 295 requires that any sexual harassment training provided to employees must be in a language understood by the employee.
  • SB 179 allows California residents to identify as female, male or nonbinary on official state documents.
  • AB 1556 removes gender-specific personal pronouns from certain sections of California’s Fair Employment and Housing Act.
  • Under AB 46, public employers will be covered by California’s Fair Pay Act, which prohibits wage discrimination on the basis of gender, race and ethnicity.
  • AB 677 requires some state labor agencies to add voluntary, self-identified information regarding sexual orientation and gender identity to data they collect in addition to the types of demographic data.
  • SB 219 enacts the LGBT Long-Term Care Facility Residents’ Bill of Rights.
  • AB 260 requires more businesses to post a human trafficking information notice. SB 225 requires the notice to include a number to text.
  • AB 1710 protects members of the armed services from discrimination in all “terms, conditions, or privileges” of employment.
  • AB 1102 increases the maximum fine for a violation of whistleblower protections in healthcare facilities. 

With all of these new laws in effect, employers may need to make adjustments to handbooks, trainings or even general practices.

Vee Sotelo and Lena Wade are SBEMP’s Labor and Employment attorneys and are ready to provide you the guidance you need.

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