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California Employers Blog

Posts from April 2018.

As we previously discussed in this blog, last year Governor Jerry Brown signed legislation to prevent employers from asking about salary history information. That legislation, Assembly Bill 168 (Eggman), went into effect on January 1, 2018 and prohibited public and private employers from seeking or relying upon the salary history of applicants for employment.

One of the more popular public policy issues of late has been an employer’s obligation to accommodate employees who are lactating or expressing breast milk.  The federal government, states, and local jurisdictions have been increasingly active on this front in recent years. 

As we have previously discussed, one of the hottest gig economy issues to dominate political and public policy debate has been “portable” benefits – the concept that gig economy workers should have flexible, portable benefits that they can take with them from job to job. States and local governments are increasingly moving forward on their own with proposals to explore the provision of benefits to individual performing work in the gig economy. Most notable are proposals that have been set forth in the state legislatures in WashingtonNew York and New Jersey. The movement also got a boost in January when Uber and SEIU announced a joint call for the state of Washington to develop a portable benefits system that would cover gig economy workers.

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