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Los Angeles Law Blog

By John Kristensen of Kristensen, LLP posted in Employment Law -- Employee on Saturday, October 21, 2017.
How New Employment Laws Will Change the Workplace

California Governor Jerry Brown signed three new employer-related bills last week, and they may have a tremendous effect on the workplace in Los Angeles and all over the state.

Note: make sure your current or future employee complies with the following new employment laws in California, coming into effect on January 1, 2018, otherwise you’re entitled to sue him/her for violating the laws and regulations.

On October 14, Governor Brown signed three new employment laws relating to the use of job applicants’ conviction history by employees, new requirements in sexual harassment training and the liability of building contractors for their subcontractors’ failure to pay wages and benefit payments.

Here’s the breakdown of the three new employment laws that will come into effect on January 1, 2018, and how they will change the workplace forever:

Ban the Box laws prohibits your employer from…

Governor Brown signed the so-called ‘Ban the Box’ laws, which prohibit employers from inquiring into a job applicant’s conviction history and/or making the hiring decision based on that conviction history until later in the hiring process.

In Los Angeles, the new employment laws open the door for a “fair chance” process that places certain restrictions on employers who use a job applicant’s conviction history as a basis for denying employment.

The ‘Ban the Box’ laws, aka AB 1008, prohibits employers with five or more employees from:

  • inquiring into (both directly and indirectly) a job applicant’s conviction history;
  • asking questions about conviction history on a job application;
  • seeking the disclosure of the conviction history in a bid to deny employment;
  • considering a job applicant’s conviction history.

All the above-mentioned actions are prohibited until after the job applicant receives a conditional offer of employment. Under the new employment law in Los Angeles and all over California, employers are also prohibited from distributing or disseminating information about a job applicant’s conviction history.

The new employment law is supposed to make the hiring process in Los Angeles more fair for those whose past convictions do not have anything to do with his/her duties relating to the job he/she is applying for.
If you suspect an employer is violating the above-mentioned regulations and rules, seek help from our Los Angeles employment attorney today.

Call Kristensen LLP offices at 310-984-1297 or fill out this contact form to schedule a free initial consultation. We’ll make sure your conviction history and the alleged illegal actions of your employer aren’t depriving you of potential income.

Sexual harassment training regulations

At the time of the sexual harassment scandal surrounding Hollywood producer Harvey Weinstein, it seems about time to pass the new sexual harassment training law.

Under the new employment law relating to sexual harassment training, employers with 50 or more employees will be required to carry out at least two hours of sexual harassment training to all supervisory employees.
Supervisory employees are required to receive this type of training within 6 months of assuming their position in the organization and repeat the training once every two years.

Under the new law, employers with five or more employees are required to post a copy of the Department of Fair Employment and Housing-approved poster detailing illegal discriminatory and harassment actions in the workplace.
The poster must be posted at a “prominent and accessible location in the workplace,” the law says. The sexual harassment training warns employees against harassing fellow employees on the basis of gender identity, gender expression, and sexual orientation.

If you’re concerned that your employer may be violating the new employment laws in Los Angeles or anywhere else in California, don’t hesitate to contact our employment attorney today.