As 2017 comes to a close, we welcome the new year with a penchant for new opportunities. However, uncharted territory rarely comes without new rules. 2018 is following suit, bring some changes to current laws for Employment Practices. With the enactment of a couple laws, smaller employers have brand new leave obligations, and all employers face new restrictions in the hiring process. What changes has California made that will affect your EPLI policy?
Senate Bill 63
Senate bill 63 (SB 63) prohibits an small business employers from refusing to allow employees 12 weeks of baby bonding during a parental leave. The New Parent Leave Act requires 12 weeks of unpaid, job-protected family leave to bond with a new baby or child. This allows more California workers who pay into paid family leave programs to take leave themselves.
SB 63 offers employees family leave benefits to employees who meet the following:
- Employed with company for at least 12 months.
- Employed for at least 1,250 hours of service during the previous 12-months.
- Works at jobsite that employs at least 20 employees within a 75-mile radius.
Assembly Bill 168
Assembly Bill 168 bans employers from inquiring about job applicants salary history. Moving into 2018, Employers with operations in California must update their job applications and/or hiring protocols to be sure not to include any inquiries of previous salary. This includes any form or any standard questions designed to gather salary history information.
As with all EPLI issue, the best way to prevent these claims is to make sure anyone involved in the hiring process, from hiring managers to preliminary interviewers, should be retrained and advised to avoid any and all salary questions.
Since California is sort of an employment law trendsetter, small businesses in other states should keep a close eye on their own respective developments, as this change could be on the horizon.