New California equal opportunity employment laws went into effect on January 1, 2020. These laws aim to alleviate economic inequality and improve job quality for workers. California Labor Secretary Julie Su suggests that employers begin to rethink their business models. Complying with the new labor protections should make for a more holistic and humane work life for Californians.

New California Equal Opportunity Employment Laws

Below, our San Diego employment attorney outlines these new protections.

AB 9: Stop Harassment and Reporting Extension (SHARE)

Assembly Bill 9 extends the statute of limitations for filing certain types of complaints. These types of complaints include:

  • Harassment
  • Discrimination
  • Retaliation

Previously, the statute of limitations was one year. Now, AB 9 extends the statute of limitations to 3 years.

SB 778: Sexual Harassment Training

This Senate bill extends the deadline for employers to provide employees with sexual harassment training. Employers with more than five employees must provide this training by January 1, 2021. This law requires two hours of training for supervisory employees and one hour of training for non-supervisory employees.

AB 749: A Ban on “No-Rehire” Practices

AB 749 involves settlement agreements. Prior to AB 749, it was a common practice for settlement agreements to include a “no-rehire” provision. This would often lead to the adverse effect of punishing a victim and protecting an abuser. AB 749 seeks to remedy this potential consequence by banning the provision from settlement agreements.

SB 142: Employee Lactation Accommodations

Senate Bill 142 expands accommodations required for new mothers in the workplace. Before, law required that employers provide a room other than a bathroom for employees. Now, this space requires the room to be:

  • Shielded from view
  • Safe from intrusion while in use
  • Safe, clean and free of hazardous materials for users
  • Equipped with a surface for placing breast pumps and personal items
  • Equipped with a sitting area
  • Equipped with access to electricity, running water and a refrigerator
  • Primarily for lactation

This bill also requires that employees get a break whenever there is a need to express milk. Further, violations to the above provisions results in a $100 fine for the employer.

SB 188: Create a Respectful and Open Workplace for Natural Hair (CROWN)

CROWN prohibits employers from discriminatory practices on the basis of natural hair and hairstyles. Currently, FEHA prohibits discrimination based on race. However, African Americans are susceptible to discriminatory practices based on hair type and hairstyles that are historically tied to race.

SB 188 seeks to help this issue by protecting racially-coded hairstyles. These hairstyles include, but are not limited to:

  • Afros
  • Twists
  • Braids
  • Locks
  • Natural hair textures

AB 1223: Organ Donor Leave of Absence

Previous law required employers with 15 or more employees to provide 30 days of paid leave for organ donation purposes. AB 1223 mandates that private employers provide an additional 30 business days of unpaid leave for organ donation.

Have You Been Discriminated Against at Work? Contact Our Trusted San Diego Employment Attorney

The 2020 California equal opportunity employment laws outline new protections for workers. Hopefully, these protections will lead to better work life for California’s workforce. However, if you have experienced a legal violation at work, you may need to pursue the issue further.

Our San Diego employment attorney can help you determine your legal options when navigating employment law. To learn more about our services, give us a call at (619) 273-3431 or send us a message online.