Eye on the California State Legislature

Eye on the Legislature

The California State Legislature has until September 15, 2017, to pass bills and to send them to the Governor for his signature.  The Governor has until October 15, 2017, to sign the last bill into law.  Listed below are some labor and employment related bills that are still pending.

  • AB 1209 – Informally known as the Public Shaming of California Employers.  If passed and signed into law, it would require certain employers to collect and report data annually to the Secretary of State regarding the mean and median salaries of men and women in the same job title and job description and then have that report posted on a publicly accessible website.  Even if justified by a bona fide factor, employers may receive undue scrutiny and criticism for any wage disparities.
  • AB 1008 – Better known as Ban-the-Box legislation.  It would prohibit employers from considering an applicant’s or employee’s conviction history without first completing the required steps outlined in the bill.
  • AB 168 – It would prohibit employers from seeking salary history information about an applicant for employment and would require an employer, upon reasonable request, to provide the pay scale for a position to an applicant for employment.
  • AB 1565 – It would accelerate (by nearly two years) the minimum monthly salary threshold for exempt employees.  It would require that executive, administrative, or professional exempt employees earn a monthly salary equivalent to either $3,956 or twice the state minimum wage for full-time employment, whichever amount is higher.  The current minimum monthly salary threshold for exempt employees is $3,640.  If this law does not pass, the minimum threshold will increase to $3,813.33 on January 1, 2018, as the state minimum wage increases.  On January 1, 2019, the minimum threshold will increase to $4,160.

Stay tuned for further updates on whether these bills, or any other bills related to employment, are passed and signed into law.

James C. Anderson, Esq., Triebsch & Frampton, APC

Disclaimer:  The information provided is just a summary for general informational purposes only and is not intended as legal advice.  Please review the actual laws, regulations, and cases to obtain all the latest updates, details, and implications and to reach your own conclusions as to what the law means.  Also seek legal and accounting advice as needed.

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