Artificial intelligence (“AI”) has quickly evolved from an emerging technology into a tool that many employers use every day. Whether it is screening job applicants, drafting performance evaluations, summarizing workplace investigations, or assisting with policy development, AI is becoming increasingly integrated into public-sector operations.
California policymakers have taken notice. Earlier this year, Governor Gavin Newsom
As California public agencies increasingly experiment with generative artificial intelligence (“AI”) tools like ChatGPT, a critical question is no longer theoretical: are AI prompts and outputs subject to disclosure under the California Public Records Act (“CPRA”)?
Recent reporting and public records requests suggest the answer may soon be tested in real time—and that agencies should
Federal guidance has shifted, but California law continues to set the standard for harassment prevention and response in public workplaces.
In January 2026, the U.S. Equal Employment Opportunity Commission (EEOC) voted to rescind its 2024 Enforcement Guidance on Harassment in the Workplace. The 2024 guidance had offered detailed examples and interpretive direction on federal
Overview
Assembly Bill 692, effective January 1, 2026, significantly changes how employers in California may use repayment or “stay-or-pay” clauses in employment-related agreements. As described in the last sections of this post, however, it is likely AB 692 does not apply to public employers given that the law does not state specifically that
Artificial intelligence (AI) and other automated decision systems (ADS) are becoming more common in public sector hiring. Resume screeners, video interview platforms, and other algorithmic tools promise efficiency—but they also bring legal risk.
Starting October 1, 2025, new regulations under the Fair Employment and Housing Act (FEHA) will go into effect. These rules clarify