As we prepare to turn the calendar to 2018, employers are looking ahead to the next wave of labor and employment regulations. Here is a brief summary of the most critical changes:
Effective January 1, 2018
- Conviction History of Applicants (AB 1008)
Prohibits employers with 5 or more employees from considering a job applicant’s prior criminal conviction history, until after the employer has made a conditional offer of employment to the applicant.
- Salary Inquiry Limits – Applicant’s Prior Salary History (AB 168)
Prohibits California employers from asking job applicants about their salary history, including any benefits and other compensation information from previous employment.
- New Parent Leave Act (SB 63)
The California Family Rights Act (“CFRA”) previously provided child bonding parental leave to employees at companies with 50 or more employees. The New Parent Leave Act (SB 63) extends CFRA rights to employees working at companies with at least 20 employees.
- Immigration Worker Protection Act (AB 450)
Prohibits employers from allowing federal immigration enforcement officials to access non-public areas of a work place without a judicial warrant.
- Harassment Training on Gender Identity, Expression & Sexual Orientation (SB 396)
Requires California employers with 50 or more employees to expand their mandatory sexual harassment prevention training to include the topics of “gender identity, gender expression and sexual orientation.”
- California Minimum Wage Increase (SB 3)
Requires employers with 26 or more employees to increase the minimum wage to $11.00 per hour and employers with 25 or fewer employees to $10.50 per hour. The state’s minimum salary for exempt employees is also tied to the state minimum wage, so don’t forget to make sure your exempt staff member meet the new threshold.
Accurate interpretation and implementation of these new requirements is critical to maintaining compliance and protecting your firm. For immediate answers and/or support contact us at 888-540-0752 or click here.