From electronic employment verification to maternity insurance, California employers have new issues to consider, following recent enactment of these laws:
Electronic employment verification: AB 1236 prohibits the state and any city or county from mandating the use of the federal E-Verify program, except as required by federal law. Employers can still choose to use the program.
Agricultural labor relations: SB 126 provides that the Agricultural Labor Relations Board can certify a union as the bargaining agent for employees if it finds employer misconduct that “in addition to affecting the outcome of the election, would render slight the chances of a new election reflecting the free and fair choice of employees.”
Wage statements for farm labor contractors: AB 243 amends Labor Code section 226(a) to expand the information that must be included on pay statements, but only for farm labor contractors (FLCs). Employers that are FLCs must now disclose on the itemizedstatement furnished to their employees the name and address of all applicable growers or other FLCs that secured the employer’s services.
Maternity insurance coverage: SB 222 and AB 210 require health insurers issuing individual policies to provide maternity coverage for everyone insured under the policy.
(For details on other new employment law-related legislation, see Update from Sacramento: 4 new California laws will affect HR.)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Workers' comp retaliation suit? File that under workers' comp
- Keep lawsuit clock on your side: Make sure employees know exact date of employment action
- How to make sure you wind up in court: Block worker's return from medical leave
- Shouldn't applicants disclose disabilities?