Note: Please see our August 30, 2019 Special Bulletin, with information on Senate Bill 778 which now delays the implementation of the new harassment training requirements and any refresher training until calendar year 2020.  As urgency legislation, SB 778 went into effect immediately upon Governor Newsom’s approval of the law on August 30, 2019.

This post was authored by Jeffrey C. Freedman.

What happens when two totally valid legislative goals—that happen to contradict each other—collide? Like the title of the 2003 film with Diane Keaton and Jack Nicholson, “Something’s Gotta Give!” In Huerta v. Kava Holdings, Inc., decided this past November 14, the collision was between a Code

This post was authored by Megan Lewis.

Since recreational marijuana was legalized in 2016, many have assumed that employment protections for marijuana users would likely expand, either via legislation or though litigation.

We are already seeing small steps in that direction. For instance, San Francisco recently amended its ban-the-box ordinance to, among other things,

This post was authored by Victoria E. McDermott.

California’s new Ban-the-Box Law is now in effect, and employers across the state are questioning its impact on their hiring practices. Assembly Bill 1008, codified as section 12952 to the Fair Employment and Housing Act (FEHA), contains new state-wide restrictions on how an employer uses an

Last year, California voters passed Proposition 64 (“Prop 64”), making the recreational use and sale of marijuana generally permissible under California law.  Specifically, Prop 64 legalizes the use of marijuana for non-medical reasons by adults age 21 and over.  While Prop 64 made the use of recreational marijuana legal under state law as of

In the wake of recent attention to sexual harassment in the workplace, employers and members of the public are asking: what about all of those sexual harassment trainings we required?  Are they helping?  How do we know?  And, if they’re not achieving our goals (public policy and agency-specific), what can we do better?

Just What

The California Legislature recently passed AB 1487, which is now codified as Government Code section 20480.  The new law applies only to CalPERS agencies and limits the amount of time that an employee can work in an “out-of-class appointment” to 960 hours per fiscal year.

What is an “Out-of-Class” Appointment?

Section 20480, subdivision (f), defines

On October 12, 2017, Governor Jerry Brown signed into law AB 168, which will go into effect January 1, 2018 as Labor Code 432.3.  This new statute prohibits employers, in many circumstances, from attempting to obtain information regarding a job applicant’s salary history, or from considering that salary history in determining whether to offer employment