Every year, California employers and businesses have to deal with big changes in the law. This is especially true when the state legislature proposes bills that could directly affect how they run their businesses. Employers need to know about the latest changes in the law because Governor Gavin Newsom has to sign bills by September 30, 2024. This blog posts talks about some important bills that could make big changes for California employers if they become law.

This is Senate Bill 399, which is the California Worker Freedom from Employer Intimidation Act.

Sen. Bill 399, the California Worker Freedom from Employer Intimidation Act, is one of the most controversial bills being looked at right now. This law goes after “captive audience” meetings, which are run by employers and require workers to listen to their bosses talk about political or religious issues. According to SB 399, employers would not be able to treat workers badly if they refuse to go to these meetings.

The bill says that “religious matters” include religious practices and affiliations, while “political matters” include things like elections, political parties, and labor groups. Employers say that SB 399 violates their rights under the First Amendment and is overruled by the National Labor Relations Act. Even if this law passes, it will likely be challenged in court because it makes it harder for businesses to talk to their employees about political or religious issues.

The Senate Bill 988, or the Freelance Worker Protection Act,

Freelancers and other self-employed people are now an important part of the California workforce. Senate Bill 988, also known as the Freelance Worker Protection Act, aims to give these workers more protections. If the bill becomes law, employers who hire freelancers for work worth more than $250 would have to have a written agreement that spells out the main terms of the job. When hiring freelancers, employers must make sure they are paid on time, either by the agreed-upon date or within 30 days if there isn’t one.

Also, employers must keep copies of these contracts for at least six years, and freelancers who use their rights under the bill cannot be punished in any way for doing so. The goal of this law is to address the growing concerns about freelancers not getting paid on time and being exploited by giving them a clearer legal path in cases of noncompliance.

Senate Bill 1100: Requirements for getting a driver’s license and posting jobs

A common thing that job postings do is ask for a driver’s license even if the job doesn’t require driving. Senate Bill 1100 stops this. If this bill becomes law, employers will not be able to make this requirement unless driving is an important part of the job. Employers must also think about whether other ways of getting to work, like biking or using ride-hailing services, would be possible.

This bill could help get rid of unnecessary barriers for people looking for work, especially those who don’t have a driver’s license. This would open up more job opportunities for people who use public transportation or other ways to get around without a car.

The time limit for class actions is being pushed back by Senate Bill 1022.

The goal of Senate Bill 1022 is to give the California Civil Rights Department (CRD) more time to file class or group complaints against employers. Under this bill, the CRD would have seven years to file these kinds of complaints. The timer would stop while the complaint is being looked into by the department. This longer period of time is likely to lead to more group complaints, which will make employers more closely watched for longer.

Senate Bill 1299: Assumption of Heat-Related Injury in Farmworkers

Farmworkers are at a higher risk than other people, especially in California’s hot weather. If a farmworker gets hurt, sick, or dies because of the heat, Senate Bill 1299 says there should be a “disputable presumption” that it was their job if it happens within a certain amount of time after working outside. In order for the employer to avoid being responsible under workers’ compensation, they would have to show proof that the injury was not caused by work.

This bill makes safety for farmworkers even more important and makes it more of an obligation for employers to make sure their workers are safe from dangers caused by heat. Agricultural employers may need to spend more on safety measures and monitoring to keep workers from getting hurt and to avoid being sued.

With Senate Bill 1034, local agencies will be able to work together to enforce fair employment practices.

The California Fair Employment and Housing Act (FEHA) can be enforced with the help of partnerships between the CRD and local agencies thanks to Senate Bill 1034. The state wants to make it easier to stop and get rid of illegal employment practices across California by working with local agencies. This bill is part of a growing trend toward decentralized enforcement, in which state and local governments work together to make sure that employment laws are followed.

Assembly Bill 3234: Audits of Social Compliance

As concerns about corporate social responsibility grow, Assembly Bill 3234 would make employers who voluntarily do social compliance audits meet certain reporting requirements. If the bill passes, employers will have to give detailed audit reports and make sure their website has a clear link to the most recent report. This bill encourages openness and responsibility, especially for companies that want to show they care about doing the right thing by society.

In conclusion

Things are changing quickly in the legislative world for California employers. If several bills are signed into law, they will make big changes. These bills take care of many important issues for both employers and employees, such as protecting workers’ rights, making sure freelancers get paid on time, regulating the requirements for posting jobs, and making social compliance audits more open.

At Hasbini Law Firm, we are committed to helping businesses navigate these complex changes and ensure compliance with California’s ever-evolving labor laws.