Sacramento, Calif. — California is taking significant strides to enhance workplace fairness for diverse populations, emphasizing key changes in anti-discrimination laws, new protective acts for freelance employees, and revisions to family leave policies. The recent amendments to the Fair Employment and Housing Act (FEHA), alongside other legislative updates, reflect the state’s ongoing commitment to ensuring an inclusive and equitable working environment for all Californians.
One notable policy shift in the amendments is the modification of prerequisites for job applicants to possess a driver’s license. Employers are now prohibited from mandating a driver’s license unless driving is essential to the job’s duties, and no viable transportation alternatives are akin in cost and travel time. This updated regulation is expected to lower employment barriers and promote equal job access.
Further advancing its anti-discrimination framework, California has formally recognized the concept of intersectionality in its laws, safeguarding individuals against discrimination based on a combination of two or more protected characteristics, such as race, gender, disability, and age. This legislative clarification roots back to the 1994 court decision of Lam v. University of Hawai’i which stands as a precedent recognizing complex forms of discrimination.
In addition to broadening its definition of discrimination, the FEHA now includes traits like hair texture and hairstyles under its definition of racial characteristics, a move that extends the protective scope of the race discrimination prohibitions initially established under the CROWN Act.
Adding to the protective measures for workers, California has introduced the Worker Freedom from Employer Intimidation Act. This act makes it unlawful for employers to coerce employees into attending meetings designed to disseminate the employer’s political or religious viewpoints, imposing penalties for compliance failures.
Freelance workers also receive bolstered protections with the new Freelance Worker Protection Act. It formalizes several contractual requirements for freelance engagements valued at $250 or more, including stipulations for timely payments and a mandate for written contracts to detail service terms clearly.
Changes to family-related leave policies are also on the horizon. Effective January 1, 2025, California employees will no longer be required by their employers to use up vacation time before tapping into Paid Family Leave benefits.
Enhancements to victim-related leaves have been expanded to cover a broader spectrum of crimes, allowing employees to take leave to assist family members who are victims of qualifying acts of violence, which have been newly defined to include more types of harmful offenses.
Lastly, new Fair Chance Ordinances in Los Angeles and San Diego County aim to improve employment opportunities for individuals with criminal histories, ensuring they are treated fairly during the hiring processes within unincorporated areas of these counties.
California employers are urged to thoroughly review their current policies, hiring practices, and contractual agreements to ensure compliance with these amended statutes and new laws.
These legislative changes are essential in making California’s labor market more inclusive and protected. However, readers should note that this article was automatically generated by AI and may contain inaccuracies in the people, facts, circumstances, or story. Corrections or removal requests can be sent to [email protected].