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Effective January 1, 2025,SB 399bans employers from holding any mandatory meetings (also called "captive audience meetings") to discuss politics or religion with their employees, defining those subjects as:
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Since 2014, California's Fair Employment and Housing Act (FEHA) has prohibited national origin discrimination against an individual for holding a so-called "AB 60" driver's license available to undocumented workers underCalifornia Vehicle Code 12801.9. However, this has not barred employers for rejecting applicants or terminating workers for lacking any driver's license.
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The nationwide "ban-the-box" movement is part of government's effort to remedy blanket disqualification of job applicants with criminal records. Ban-the-box laws typically require employers to eliminate the criminal history question on a job application, reduce an employer's accessibility to criminal records until after extending a conditional job offer, and require the criminal offense to be relevant for that job position to use it as a disqualifying factor.
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Effective January 1, 2025,SB 988provides new protections for freelance workers.
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Since the 1959 enactment of California'sFair Employment and Housing Act(FEHA), the statewideCivil Rights Department(CRD) (formerly the Department of Fair Employment and Housing or DFEH) has been the sole authority to enforce workplace discrimination laws.SB 1340now permits cities and counties to enact and enforce local ordinances prohibiting discrimination so long as:
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Recently enactedSenate Bill 1137clarifies that California's anti-discrimination and anti-harassment laws based on protected classifications - such as race, gender, age, disability and sexual orientation - also apply to "intersectional identities" in which two or more of these classifications can result in a unique form of discrimination.
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Aspreviously reported, California's Fair Employment and Housing Act (FEHA) prohibits racial discrimination for an employee's and applicant's "historically" race-related hairstyles under the 2019 Creating a Respectful and Open Workplace for Natural Hair (CROWN) Act.
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Unemployment Insurance Code 3303.1has permitted California employers to require an employee to take up to two weeks of earned, unused vacation prior to commencingPaid Family Leave(PFL).
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California'sFair Employment and Housing Act(FEHA) * forbids harassment against employees that alters the conditions of employment resulting in an abusive work environment; and * prohibits retaliation for complaining of harassment. To rise to the level of unlawful harassment, the behavior must be severeorpervasive.
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