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Sneak Peek at 2018 Labor Laws

Posted by: CEA's HR Advisor Team on Wednesday, November 15, 2017 at 12:00:00 am

Governor Jerry Brown signed several significant employment bills that will take effect on Jan. 1, 2018. This year's legislative session seems to continue recent employment law trends focusing on California Equal Pay Act-related issues and immigration. Here are some of the highlights from CEA’s Roadmap to Success Symposium Series, register now. Attendance is free to CEA members – be sure to log into the website before you register.

New Hires / Job Applications

1. AB 168: Salary history inquiries. Employers will no longer be able to ask job applicants about their current or past earnings in an interview or on a job application. Prepare salary scales for positions before you hire – CEA’s partner can help!

2. AB 1008: Ban the box. Employers with at least five employees won't be allowed to consider a job applicants’ criminal history until an offer of employment is made. Time to throw away those old job applications and purchase new ones

Immigration Update

3. AB 450: Immigration enforcement. Employers will have to demand warrants and subpoenas from Immigration and Customs Enforcement (ICE) agents before any enforcement activities and will have to provide certain notices to employees and their union representatives. Contact CEA at or 800-399-5331 for a copy of our Sanctuary State - AB 450 Fact Sheet.

Leave Law Change

4. SB 63: New parent leave. Businesses with 20-49 employees will now have to provide 12 weeks of job-protected baby bonding leave in the first year following a child's birth, adoption or foster care placement. This means small employers who traditionally only had to allow four months of time off to pregnant employees may have to hold a job for up to seven months. Is your employee handbook up to date?

Expanded Training / New Poster

5. SB 396: Gender identity and sexual orientation harassment training. Sexual harassment training is already required for employers with 50 or more employees. AB1825 training must now be expanded to include training on gender identity, gender expression and sexual orientation harassment. The State is developing a transgender rights notice, which will need to be posted in the workplace. Ensure your mandatory training is done in a timely manner. Even if you are not required to provide the 2 hour supervisor training, all employees can benefit – and you can help protect your company – with an interactive, one-hour training by a CEA Advisor or online.


3 comments on "Sneak Peek at 2018 Labor Laws"

Leave a Comment

Jessica - HR Director on November 20, 2017 at 10:25:00 am said:
While our symposiums are free to our members, the webinar is $99 for members and $129 for nonmembers - more information is on our web site. A great deal for the convenience of a webinar with so much helpful information to get you ready for 2018!
Private comment posted on November 16, 2017 at 4:46:12 pm
Al Christenson (CLCA member) on November 16, 2017 at 1:30:26 pm said:
Will this also be offered as a n/c webinar for those who can't attend something in person?

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