Not a Member? Get access to HR news and resources that you can trust.
The raw emotions of a polarized electorate are taking a toll on employee relations. How can HR promote peace?
Is your employee handbook ready for the New Year? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Get the HR education you need without travel expenses or time out of the office.
We don't just visit a city, we take it over. Join us in NOLA -- June 18 - 21, 2017.
September 30 marked the deadline for Gov. Jerry Brown (D) to sign into law or veto legislation that the California Legislature sent to his desk during the 2016 session. One significant piece of HR legislation that the governor ultimately vetoed was SB 654, a bill opposed by SHRM and the California State Council of SHRM (CalSHRM). In short, the bill would have expanded the state's parental family leave law (affording six weeks of unpaid leave to bond with a new child within one year of the child's birth, adoption or foster care placement) to employers with 20 or more employees.
In his veto message, Brown echoed identical concerns expressed by SHRM and CalSHRM in a letter urging him to veto the bill. In short, both groups stressed the impact the new leave requirement would have on small businesses and the potential liability that could result. SHRM's lobbying efforts in Sacramento, as part of a large coalition in opposition to the bill, played a key role in guaranteeing that this bill did not become law.
The governor did sign a number of workplace bills that CalSHRM and SHRM monitored throughout the legislative process, however. These include:
The governor also vetoed the following bill:
There were also several bills that failed to pass the California Legislature this year but are likely to resurface in the next session of the California Legislature that begins in December 2016. Included in this group were bills that would have:
Because this was the second year of a two-year session, bills that did not make it to the governor's desk this summer are no longer viable when the new legislative session begins this December. One important HR issue that is likely to appear next session is legislation that allows a California employer to establish a voluntary preference in the hiring of veterans.
CalSHRM and SHRM sponsored a bill on this issue this session, AB 1383, proposed by Assemblyman Brian Jones (R-Santee); however, after making it through the Assembly with unanimous support, it died in a tie vote (3 in favor, 3 opposed and 1 "no vote recorded") in the Democratically-controlled Senate Judiciary Committee in June.
For questions on any piece of California legislation (whether listed in this article or not), please contact Jason Gabhart, SHRM's California state government relations advisor, at Jason.Gabhart@shrm.org or (916) 403-3465.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 3,200 companies