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California Legislation - 2014

The 2014 Legislative year in California ended on September 30. The outcome from all that activity has been new laws that will impact most employers within the state.

This is not an exhaustive list. There were just too many new laws to include here. We selected those we thought you would be most interested in seeing.

Key 2014 California Employment Legislation

Benefits AB 1522 Effective 7/1/2015 Paid Sick Leave - Requires California employers to provide employees with one hour of paid sick leave for every 30 hours worked. Certain collective bargaining agreements will exempt employee groups if they offer equal or better benefits.

After 90 days of employment, workers can begin using their paid sick time. Employers are required to provide a minimum of 24 hours (or 3 days) for each year of employment with the computation beginning on July 1, 2015. There is a new posting requirement associated with the law. Employers may not discriminate against anyone (or retaliate) for a worker using any or all of the accrued sick leave.

Once the maximum hours of accrued sick leave have been earned, the employer may stop the accrual of additional time, until some of the accrued hours are used.

Find the entire legislative bill HERE.

Equal Employment Opportunity SB 1087 Effective 1/1/2015 Farm Workers - Amends the California Labor Code (Section 1685) to prohibit the Labor Commissioner from issuing new or renewal farm labor contractor licenses to anyone who has been found by a court or an administrative agency to have committed sexual harassment of an employee within the past three years. New training requirements also apply.

Find the entire legislative bill at HERE.

Equal Employment Opportunity AB 1443 Effective 1/1/2014 Unpaid Interns and Volunteers - Provides all nondiscrimination provisions of the Fair Employment and Housing Act (FEHA) to unpaid interns, volunteers, and apprenticeship trainees. Harassment is prohibited whether it comes from a manager, supervisor, co-worker or outside third party (such as a customer or vendor).

Find the entire legislative bill at HERE.

Equal Employment Opportunity AB 2053 Effective 1/1/2015 Anti-Bullying Training - Employers with 50 or more workers are required to provide 2 hours of sexual harassment prevention training every two years to all supervisory and management personnel. New supervisors must be trained within six months of their appointment to the job. This amendment to the state's AB 1825 requirements now requires that the training programs cover preventing "abusive conduct."

Find the entire legislative bill at HERE.

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