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New California Employment Laws – 2018


New California Employment Laws – 2018

It comprises of the following :-

Refrain from enquiring about salary history – AB 168 bars employers from asking job applicants about their previous salary. The purpose of the legislation is to restrict the gender gap by resisting employers from basing offers on previous salary and consequently, most probably, maintaining historical distinction. It will also eliminate the detected gap in arbitrating power among an employers and employees who must reveal their previous salary. Employers should make sure that their job applications don’t search for restricted information and that those interviewing applicants understand that these questions should not be asked.

More employers must offer parenting leave – SB 63, officially known as the Parental Leave Act, calls for employers with between 20 and 49 employees to allow parenting leave that has the similarity with the Family Medical Leave Act. The new Act facilitates the employees who serve for a covered employer to get 12-weeks of unpaid, job-protected leave if they have worked for a minimum of 1,250 hours in the 12-months before taking leave. Employees are allowed to apply for the leave only for the objective of bonding with a newborn child, adopted child or foster child within a year of the birth or placement. Covered employers will also require sustaining health coverage under the same terms as an active employee. The Act also prevents distinction and reprisal against an employee for getting parental leave.

To get more information, click on the following link-
www.californiaemploymentlaw.com