Author: Kristin M. Halsing

At a Glance

• AB 692 builds upon California law that can void contracts prohibiting competition after an employee’s employment ends by prohibiting certain contracts with “workers” (not only employees) that may have that effect but do not explicitly block competition. 

• SB 294 establishes the Workplace Know Your Rights Act and requires employers to provide a stand-alone written notice to all current employees by February 1, 2026, and annually thereafter. 

• SB 642 expands pay transparency requirements, by revising the definition of “pay scale” to mean a good-faith estimate of the wage range employers reasonably expect to pay for a position upon hire. 

Continue reading “New California Laws for 2026 and Beyond: What Employers Should Know”

As of September 3, 2024, employers in the unincorporated areas of Los Angeles County must comply with the Los Angeles County Fair Chance Ordinance (FCO), which places restrictions on criminal background screening beyond those required by California’s Fair Chance Act (Fair Chance Act).

Background – the Fair Chance Act

The Fair Chance Act (also known as “Ban the Box” law) bans employers with five or more employees from including any question on a job application that asks about the applicant’s criminal conviction history. Covered employers also may not inquire about or consider an applicant’s criminal history until the applicant has received a conditional job offer. If an employer does conduct a lawful background check and decides to rescind an offer based on an applicant’s conviction history, the employer must (1) make an individualized assessment of whether the applicant’s conviction history relates to the specific job duties; (2) notify the applicant in writing of the preliminary decision; (3) grant the applicant at least five business days to respond before making a final decision; and (4) give the applicant an additional five business days to dispute the accuracy of their criminal history record and to seek evidence to support that contention. The Fair Chance Act also bans covered employers from considering certain convictions, including those that have been sealed, dismissed or expunged, and generally does not allow employers to consider arrests that did not result in convictions (subject to certain exceptions). Additional information published by the California Civil Rights Department regarding the Fair Chance Act can be found online.
Continue reading “Los Angeles County Fair Chance Ordinance – Summary of New Requirements”