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Co-Sponsor
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AB 1714
|
(Cooper D)
Excluded employees: binding arbitration.
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|
Current Text: Introduced: 1/26/2022 html pdf
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|
Introduced: 1/26/2022
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|
Status: 4/6/2022-In committee: Set, first hearing.
Referred to suspense file.
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|
Location: 4/6/2022-A. APPR. SUSPENSE
FILE
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|
Summary: Existing law, the Bill of
Rights for State Excluded Employees, permits, among other things, excluded
employee organizations to represent their excluded members in their
employment relations, including grievances, with the state. That law defines
excluded employees as all managerial employees, confidential employees,
supervisory employees, and specified employees of the Department of Personnel
Administration, the Department of Finance, the Controller’s office, the
Legislative Counsel Bureau, the Bureau of State Audits, the Public Employment
Relations Board, the Department of Industrial Relations, and the State
Athletic Commission.This bill would enact the Excluded Employee Arbitration
Act to permit an employee organization that represents an excluded employee
who has filed certain grievances with the Department of Human Resources to
request binding arbitration of the grievance if specified conditions are met.
The bill would require the designation of a standing panel of arbitrators
and, under specified circumstances, the provision of arbitrators from the
California State Mediation and Conciliation Service within the Public
Employment Relations Board. The bill would then require the arbitrator to be
chosen in a specified manner and would prescribe the duties of that
arbitrator. This bill contains other related provisions.
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|
|
Memo:
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|
Co-Sponsor letter sent to Author -- 01/31/22
Co-Sponsor letter sent to Asm. PE&R -- 02/04/22
Co-Sponsor letter sent to Asm. JUD -- 02/04/22
Co-Sponsor letter sent to Asm. APPR-- 04/05/22
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SB 1406
|
(Durazo D)
Excluded employees: binding arbitration.
|
|
Current Text: Introduced: 2/18/2022 html pdf
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|
Introduced: 2/18/2022
|
|
Status: 5/2/2022-May 2 hearing: Placed on APPR
suspense file.
|
|
Location: 5/2/2022-S. APPR. SUSPENSE
FILE
|
|
Summary: Existing law, the Bill of
Rights for State Excluded Employees, permits, among other things, excluded
employee organizations to represent their excluded members in their
employment relations, including grievances, with the state. That law defines
excluded employees as all managerial employees, confidential employees,
supervisory employees, and specified employees of the Department of Personnel
Administration, the Department of Finance, the Controller’s office, the
Legislative Counsel Bureau, the Bureau of State Audits, the Public Employment
Relations Board, the Department of Industrial Relations, and the State
Athletic Commission.This bill would enact the Excluded Employee Arbitration
Act to permit an employee organization that represents an excluded employee
who has filed certain grievances with the Department of Human Resources to
request binding arbitration of the grievance if specified conditions are met.
The bill would require the designation of a standing panel of arbitrators
and, under specified circumstances, the provision of arbitrators from the
California State Mediation and Conciliation Service within the Public
Employment Relations Board. The bill would then require the arbitrator to be
chosen in a specified manner and would prescribe the duties of that
arbitrator. This bill contains other related provisions.
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|
|
Memo:
|
|
Co-Sponsor letter sent to Author -- 04/12/22
Co-Sponsor letter sent to Sen. JUD -- 04/12/22
Co-Sponsor letter sent to Sen. LPE&R -- 04/14/22
Co-Sponsor letter sent to Sen. APPR -- 4/28/22
|
Support
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|
AB 84
|
(Committee on Budget) Employment: COVID-19: supplemental
paid sick leave.
|
|
Current Text: Amended: 2/2/2022 html pdf
|
|
Introduced: 12/7/2020
|
|
Last Amend: 2/2/2022
|
|
Status: 2/9/2022-Re-referred to Com. on B. &
F.R.
|
|
Location: 2/9/2022-S. BUDGET &
F.R.
|
|
Summary: (1)Existing law, the Healthy
Workplaces, Healthy Families Act of 2014, entitles an employee who works in
California for the same employer for 30 or more days within a year from the
commencement of employment to paid sick days. Under existing law, an employee
accrues paid sick days at a rate of not less than one hour per every 30 hours
worked, subject to certain use, accrual, and yearly carryover limitations.
Existing law requires the Labor Commissioner to enforce the act and provides
for procedures, including investigation and hearing, and for remedies and
penalties.Existing law, until December 31, 2020, provided for COVID-19 food
sector supplemental paid sick leave for food sector workers and required a
hiring entity to provide COVID-19 food sector supplemental paid sick leave,
as described, to each food sector worker unable to work due to specified
reasons relating to COVID-19. Existing law also established, until December
31, 2020, COVID-19 supplemental paid sick leave for covered workers,
including certain persons employed by private businesses of 500 or more
employees or persons employed as certain types of health care providers or
emergency responders by public or private entities.Existing law, until
September 30, 2021, provided for COVID-19 supplemental paid sick leave for
covered employees, in-home supportive service providers, and personal waiver
care service providers who were unable to work or telework due to certain
reasons related to COVID-19, including that the employee or provider was
advised by a health care provider to self-quarantine due to concerns related
to COVID-19. Existing law entitled a covered employee or provider to 80 hours
of COVID-19 supplemental paid sick leave, as specified, and set the
compensation for that leave.This bill, beginning January 1, 2022, until
September 30, 2022, would provide for COVID-19 supplemental paid sick leave
for covered employees who are unable to work or telework due to certain
reasons related to COVID-19, including that the employee is attending a
COVID-19 vaccine or vaccine booster appointment for themselves or a family
member, or is experiencing symptoms, or caring for a family member
experiencing symptoms, related to a COVID-19 vaccine or vaccine booster. The
bill would entitle a covered employee to 40 hours of COVID-19 supplemental
paid sick leave if that employee either works full time or was scheduled to
work, on average, at least 40 hours per week for the employer in the 2 weeks
preceding the date the covered employee took COVID-19 supplemental paid sick
leave. The bill would provide a different calculation for supplemental paid
sick leave for a covered employee who is a firefighter subject to certain
work schedule requirements and for a covered employee working fewer or
variable hours, as specified.This bill would entitle a covered employee, in
addition to the COVID-19 supplemental paid sick leave described above, to
take up to 40 more hours of COVID-19 supplemental paid sick leave if the
covered employee, or a family member for whom the covered employee is
providing care, tests positive for COVID-19. The bill would authorize the
employer to require the covered employee, if that employee tests positive, to
submit to another test on or after the fifth day after the first positive
test and provide documentation of those results. The bill would also
authorize the employer to require the covered employee to provide
documentation of a family member’s test result before paying the additional
COVID-19 supplemental paid sick leave, as applicable. The bill would specify
that the employer has no obligation to provide additional COVID-19
supplemental paid sick leave if the employee refuses to provide documentation
of a test result.This bill would provide that the total number of hours of
COVID-19 supplemental paid sick leave to which a covered employee is entitled
to under these provisions is in addition to any paid sick leave available
under the Healthy Workplaces, Healthy Families Act of 2014, and in addition
to prior COVID-19 supplemental paid sick leave the employee was entitled to,
as specified.This bill would specify the compensation rate for a nonexempt
and exempt covered employees. The bill would require the Labor Commissioner
to enforce these COVID-19 supplemental paid sick leave provisions, as
provided. The bill would also require the Labor Commissioner to make publicly
available a model notice relating to COVID-19 supplemental paid sick
leave.This bill would also provide for COVID-19 supplemental paid sick leave
for specified in-home supportive service providers and personal waiver care
service providers, as defined, who are unable to work or telework due to
certain reasons related to COVID-19. Under the bill, a provider would be
entitled to COVID-19 supplemental paid leave for the same reasons as a
covered employee. The bill would entitle a provider to up to 40 hours of
COVID-19 supplemental paid leave, if the provider worked or was scheduled to
work, on average, at least 40 hours per week, as specified, or met certain
other work conditions, and entitle a provider to take additional COVID-19
supplemental paid sick leave under specified conditions. The bill would set
the compensation rate for this supplemental paid sick leave, as specified.
The bill would authorize the State Department of Social Services and the
State Department of Health Care Services to implement, interpret, or make
these provisions specific by means of all-county letters or similar
instructions, without taking any regulatory action.This bill would make these
requirements, with respect to covered employees, in-home supportive service
providers, and personal waiver care service providers, to provide COVID-19
supplemental paid sick leave take effect 10 days after the date of enactment
of the bill and would apply these provisions retroactively to January 1,
2022, as specified. The bill would provide that the requirement to provide
COVID-19 supplemental paid sick leave would apply until September 30, 2022,
as specified.(2)This bill would appropriate $100,000 from the General Fund to
the Labor Commissioner to implement the provisions related to the COVID-19
supplemental paid sick leave, as specified.(3)This bill would declare that it
is to take effect immediately as a bill providing for appropriations related
to the Budget Bill.
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AB 142
|
(Committee on Budget) State employment: State Bargaining
Units: memoranda of understanding: addenda.
|
|
Current Text: Amended: 2/1/2022 html pdf
|
|
Introduced: 1/8/2021
|
|
Last Amend: 2/1/2022
|
|
Status: 2/9/2022-Re-referred to Com. on B. &
F.R.
|
|
Location: 2/9/2022-S. BUDGET &
F.R.
|
|
Summary: Existing law provides that a
provision of a memorandum of understanding reached between the state employer
and a recognized employee organization representing state civil service
employees that requires the expenditure of funds does not become effective unless
approved by the Legislature in the annual Budget Act. Existing law requires
the Department of Human Resources to provide a memorandum of understanding to
the Legislative Analyst who then has 10 calendar days from the date the
tentative agreement is received to issue a fiscal analysis to the
Legislature. Existing law prohibits the memorandum of understanding from
being subject to legislative determination until either the Legislative
Analyst has presented a fiscal analysis of the memorandum of understanding or
until 10 calendar days has elapsed since the memorandum was received by the
Legislative Analyst.This bill, notwithstanding the above provisions, would
approve provisions of agreements entered into between the state employer and
State Bargaining Units 2, 7, 9, 10, 12, and 13. The bill would provide that
the provisions of the addenda included above that require the expenditure of
funds will not take effect unless funds for these provisions are specifically
appropriated by the Legislature. The bill would authorize the state employer
or these state bargaining units to reopen negotiations if funds for these
provisions are not specifically appropriated by the Legislature. The bill
would require the provisions of these agreements that require the expenditure
of funds to become effective even if the provisions are approved by the
Legislature in legislation other than the annual Budget Act.
|
|
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AB 316
|
(Cooper D)
State employees: pay equity: under-represented groups.
|
|
Current Text: Amended: 3/4/2021 html pdf
|
|
Introduced: 1/25/2021
|
|
Last Amend: 3/4/2021
|
|
Status: 9/10/2021-Failed Deadline pursuant to Rule
61(a)(15). (Last location was INACTIVE FILE on 9/8/2021)(May be acted upon
Jan 2022)
|
|
Location: 9/10/2021-S. 2 YEAR
|
|
Summary: Existing law prohibits an
employer, including both public and private employers, from paying any of its
employees at wage rates less than the rates paid to employees of the opposite
sex or another race or ethnicity for substantially similar work, when viewed
as a composite of skill, effort, and responsibility, and performed under
similar working conditions, unless the employer demonstrates the wage
differential is based upon specified factors including, but not limited to, a
seniority system, a merit system, or a system that measures earnings based on
quality or quantity of production.Existing law establishes the Department of
Human Resources (department) and requires the department to administer the
Personnel Classification Plan, including allocating every position to the
appropriate class. Existing law requires the allocation of a position to a
class be derived from, and determined by, ascertaining the duties and
responsibilities of the position, and be based on the principle that all
positions are to be included in the same class if certain qualifications
apply, including, but not limited to, that the positions are sufficiently
similar in respect to duties and responsibilities that the same descriptive
title may be used, and substantially the same requirements as to education,
experience, knowledge, and ability are demanded of incumbents. This bill
would require the department, prior to January 1, 2023, and every 2 years
thereafter, to prepare a report on gender and ethnicity pay equity in each
classification under the Personnel Classification Plan where there is an
underrepresentation of women and minorities. The bill would require the
report to contain a plan for each state agency to attain pay equity that is
consistent with existing state and federal law if a discrepancy is found, a
plan to recruit, attract, and retain women and minorities that is consistent
with existing state and federal law in positions where there is an
underrepresentation of those groups, and each state agency’s efforts that are
consistent with state and federal law toward meeting the goals for wage
parity and increasing the number of women and minorities in the state agency.
The bill would require the department to submit the report to the Legislature
no later than January 1 following the completion of the report. The bill
would further require the head of each state agency, or their representative,
to present the facts and findings from the report for that state agency to
the appropriate legislative budget committees when the budget of that state
agency is before the subcommittee. This bill contains other existing laws.
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|
|
Memo:
|
|
Support letter sent to Author -- 4/13/20
Support letter sent to Asm. PE&R -- 4/13/20
Support letter sent to Asm. APPR -- 4/23/20
Support letter sent to Sen. LPE&R -- 6/11/21
Support letter sent to Sen. APPR -- 8/16/21
|
|
SB 114
|
(Committee on Budget and Fiscal Review) Employment:
COVID-19: supplemental paid sick leave.
|
|
Current Text: Chaptered: 2/9/2022 html pdf
|
|
Introduced: 1/8/2021
|
|
Last Amend: 2/2/2022
|
|
Status: 2/9/2022-Approved by the Governor.
Chaptered by Secretary of State. Chapter 4, Statutes of 2022.
|
|
Location: 2/9/2022-S. CHAPTERED
|
|
Summary: Existing law, the Healthy
Workplaces, Healthy Families Act of 2014, entitles an employee who works in
California for the same employer for 30 or more days within a year from the
commencement of employment to paid sick days. Under existing law, an employee
accrues paid sick days at a rate of not less than one hour per every 30 hours
worked, subject to certain use, accrual, and yearly carryover limitations.
Existing law requires the Labor Commissioner to enforce the act and provides
for procedures, including investigation and hearing, and for remedies and
penalties.This bill, beginning January 1, 2022, until September 30, 2022,
would provide for COVID-19 supplemental paid sick leave for covered employees
who are unable to work or telework due to certain reasons related to
COVID-19, including that the employee is attending a COVID-19 vaccine or
vaccine booster appointment for themselves or a family member, or is
experiencing symptoms, or caring for a family member experiencing symptoms,
related to a COVID-19 vaccine or vaccine booster. The bill would entitle a
covered employee to 40 hours of COVID-19 supplemental paid sick leave if that
employee works full time or was scheduled to work, on average, at least 40
hours per week for the employer in the 2 weeks preceding the date the covered
employee took COVID-19 supplemental paid sick leave. The bill would provide a
different calculation for supplemental paid sick leave for a covered employee
who is a firefighter subject to certain work schedule requirements and for a
covered employee working fewer or variable hours, as specified. This bill
contains other related provisions and other existing laws.
|
|
|
SB 117
|
(Committee on Budget and Fiscal Review) State employment:
State Bargaining Units: memoranda of understanding: addenda.
|
|
Current Text: Chaptered: 2/9/2022 html pdf
|
|
Introduced: 1/8/2021
|
|
Last Amend: 2/2/2022
|
|
Status: 2/9/2022-Approved by the Governor.
Chaptered by Secretary of State. Chapter 6, Statutes of 2022.
|
|
Location: 2/9/2022-S. CHAPTERED
|
|
Summary: Existing law provides that a
provision of a memorandum of understanding reached between the state employer
and a recognized employee organization representing state civil service
employees that requires the expenditure of funds does not become effective
unless approved by the Legislature in the annual Budget Act. Existing law
requires the Department of Human Resources to provide a memorandum of
understanding to the Legislative Analyst who then has 10 calendar days from
the date the tentative agreement is received to issue a fiscal analysis to
the Legislature. Existing law prohibits the memorandum of understanding from
being subject to legislative determination until either the Legislative
Analyst has presented a fiscal analysis of the memorandum of understanding or
until 10 calendar days has elapsed since the memorandum was received by the
Legislative Analyst. This bill, notwithstanding the above provisions, would
approve provisions of agreements entered into between the state employer and
State Bargaining Units 2, 7, 9, 10, 12, and 13. The bill would provide that
the provisions of the addenda included above that require the expenditure of
funds will not take effect unless funds for these provisions are specifically
appropriated by the Legislature. The bill would authorize the state employer
or these state bargaining units to reopen negotiations if funds for these
provisions are not specifically appropriated by the Legislature. The bill
would require the provisions of these agreements that require the expenditure
of funds to become effective even if the provisions are approved by the
Legislature in legislation other than the annual Budget Act. This bill
contains other related provisions and other existing laws.
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|
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SB 835
|
(Newman D)
Employee benefits: Legislature: employees and officers: benefits.
|
|
Current Text: Amended: 3/15/2022 html pdf
|
|
Introduced: 1/6/2022
|
|
Last Amend: 3/15/2022
|
|
Status: 5/9/2022-Read third time. Passed. (Ayes 33.
Noes 0.) Ordered to the Assembly. In Assembly. Read first time. Held at Desk.
|
|
Location: 5/9/2022-A. DESK
|
|
Summary: Existing law grants state
employees certain health, dental, and vision benefits, and authorizes other
public agencies, including the Legislature, to elect to contract for these
benefits. Existing law, which is applicable to certain state employees,
requires the state employer, upon the death of an employee while in state
service, to continue to pay employer contributions for health, dental, and
vision benefits for a period not to exceed 120 days, as specified. Existing
law also requires in this context that the state employer provide certain
information and notifications to surviving spouses and other eligible family
members.This bill would require the Legislature, upon the death of a
legislative employee while in service, to continue to pay employer
contributions for health benefits for a period not to exceed 120 days, as
specified, to the extent the benefits have been elected. The bill would
specify, for these purposes, that the employer is the Senate or the Assembly,
as may be applicable, and would identify the entities responsible for
providing certain advisements to surviving spouses and other eligible family
members.
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|
|
Memo:
|
|
Support letter sent to Author -- 4/7/22
Support letter sent to Sen. LPE&R -- 4/7/22
Support letter sent to Sen. APPR -- 4/28/22
|
Watch
|
|
AB 551
|
(Rodriguez D)
Disability retirement: COVID-19: presumption.
|
|
Current Text: Amended: 5/9/2022 html pdf
|
|
Introduced: 2/10/2021
|
|
Last Amend: 5/9/2022
|
|
Status: 5/9/2022-From committee chair, with
author's amendments: Amend, and re-refer to committee. Read second time,
amended, and re-referred to Com. on RLS.
|
|
Location: 1/27/2022-S. RLS.
|
|
Summary: Existing law, until January 1,
2023, establishes a disability retirement presumption that is applicable to
the members of various public employee retirement systems who are employed in
certain firefighter, public safety officer, and health care job
classifications, among others, who test positive for COVID-19, as specified.
Existing law requires, if the member retires for disability on the basis, in
whole or in part, of a COVID-19-related illness, that it be presumed that the
disability arose out of, or in the course of, the member’s employment, unless
rebutted. This bill would extend the operation of the provisions described
above until January 1, 2025.
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|
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AB 1041
|
(Wicks D)
Employment: leave.
|
|
Current Text: Amended: 9/3/2021 html pdf
|
|
Introduced: 2/18/2021
|
|
Last Amend: 9/3/2021
|
|
Status: 9/10/2021-Failed Deadline pursuant to Rule
61(a)(15). (Last location was INACTIVE FILE on 9/9/2021)(May be acted upon
Jan 2022)
|
|
Location: 9/10/2021-S. 2 YEAR
|
|
Summary: (1)Existing law, commonly known
as the California Family Rights Act, makes it an unlawful employment practice
for any government employer or employer with 5 or more employees to refuse to
grant a request by any employee with more than 12 months of service with the
employer, and who has at least 1,250 hours of service with the employer during
the previous 12-month period or who meets certain other requirements, to take
up to a total of 12 workweeks in any 12-month period to, among other things,
bond with a new child of the employee or to care for themselves or a child,
parent, grandparent, grandchild, sibling, spouse, or domestic partner, as
specified.This bill would expand the population that an employee can take
leave to care for to include a designated person. The bill would define
"designated person" to mean a person identified by the employee at
the time the employee requests family care and medical leave. The bill would
authorize an employer to limit designation of a person, as prescribed. This
bill contains other related provisions and other existing laws.
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|
|
AB 1130
|
(Wood D)
California Health Care Quality and Affordability Act.
|
|
Current Text: Amended: 2/14/2022 html pdf
|
|
Introduced: 2/18/2021
|
|
Last Amend: 2/14/2022
|
|
Status: 2/14/2022-From committee chair, with
author's amendments: Amend, and re-refer to committee. Read second time,
amended, and re-referred to Com. on HEALTH.
|
|
Location: 2/14/2022-S. HEALTH
|
|
Summary: Existing law generally requires
the State Department of Public Health to license, inspect, and regulate
health facilities, including hospitals. Existing law requires health
facilities to meet specified cost and disclosure requirements, including
maintaining an understandable written policy regarding discount payments and
charity.This bill would establish, within HCAI, the Office of Health Care
Affordability to analyze the health care market for cost trends and drivers
of spending, develop data-informed policies for lowering health care costs
for consumers and purchasers, set and enforce cost targets, and create a
state strategy for controlling the cost of health care and ensuring
affordability for consumers and purchasers. The bill would also establish the
Health Care Affordability Board, composed of 8 members, appointed as
prescribed. This bill contains other related provisions and other existing
laws.
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|
|
AB 1624
|
(Ting D)
Budget Act of 2022.
|
|
Current Text: Introduced: 1/10/2022 html pdf
|
|
Introduced: 1/10/2022
|
|
Status: 1/20/2022-Referred to Com. on BUDGET.
|
|
Location: 1/10/2022-A. BUDGET
|
|
Summary: This bill would make
appropriations for the support of state government for the 2022–23 fiscal
year. This bill contains other related provisions.
|
|
|
AB 1722
|
(Cooper D)
Public employees’ retirement: safety members: industrial disability
retirement.
|
|
Current Text: Introduced: 1/27/2022 html pdf
|
|
Introduced: 1/27/2022
|
|
Status: 4/6/2022-In committee: Set, first hearing.
Referred to suspense file.
|
|
Location: 4/6/2022-A. APPR. SUSPENSE
FILE
|
|
Summary: The Public Employees’
Retirement Law, until January 1, 2023, provides a state safety member of the
Public Employees’ Retirement System who retires for industrial disability a
retirement benefit equal to the greatest amount resulting from 3 possible
calculations. In this regard, the benefit amount is based on an actuarially
reduced service retirement, a service retirement allowance, if the member is
qualified, or 50% of the member’s final compensation, plus an annuity
purchased with their accumulated contributions, if any. Existing law
establishes the Public Employees’ Retirement Fund, which is a trust fund that
is appropriated continuously for various purposes, including the payment of
benefits.This bill would delete the termination of these provisions on January
1, 2023, thereby making them operative in perpetuity. By providing that a
continuously appropriated fund may be spent for a new purpose, this bill
would make an appropriation. The bill also would make nonsubstantive style
changes.
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|
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AB 1751
|
(Daly D)
Workers’ compensation: COVID-19: critical workers.
|
|
Current Text: Introduced: 2/1/2022 html pdf
|
|
Introduced: 2/1/2022
|
|
Status: 4/27/2022-In committee: Set, first hearing.
Referred to suspense file.
|
|
Location: 4/27/2022-A. APPR.
SUSPENSE FILE
|
|
Summary: Existing law establishes a
workers’ compensation system, administered by the Administrative Director of
the Division of Workers’ Compensation, to compensate an employee, as defined,
for injuries sustained in the course of employment. Existing law creates a
disputable presumption that specified injuries sustained in the course of
employment of a specified member of law enforcement or a specified first
responder arose out of and in the course of the employment. Existing law governs
the procedures for filing a claim for workers’ compensation, including filing
a claim form, and provides that an injury is presumed compensable if
liability is not rejected within 90 days after the claim form is filed, as
specified. Existing case law provides for how certain presumptions may be
rebutted. Existing law defines "injury" for an employee to include
illness or death resulting from the 2019 novel coronavirus disease (COVID-19)
under specified circumstances, until January 1, 2023. Existing law create a
disputable presumption, as specified, that the injury arose out of and in the
course of the employment and is compensable, for specified dates of injury.
Existing law requires an employee to exhaust their paid sick leave benefits
and meet specified certification requirements before receiving any temporary
disability benefits or, for police officers, firefighters, and other
specified employees, a leave of absence. Existing law also make a claim
relating to a COVID-19 illness presumptively compensable, as described above,
after 30 days or 45 days, rather than 90 days. Existing law, until January 1,
2023, allows for a presumption of injury for all employees whose fellow
employees at their place of employment experience specified levels of
positive testing, and whose employer has 5 or more employees.This bill would
extend the above-described provisions relating to COVID-19 until January 1,
2025. This bill contains other existing laws.
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|
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AB 1768
|
(Cooper D)
State employees: active duty compensation and benefits.
|
|
Current Text: Introduced: 2/2/2022 html pdf
|
|
Introduced: 2/2/2022
|
|
Status: 5/5/2022-Read second time. Ordered to
Consent Calendar.
|
|
Location: 5/4/2022-A. CONSENT
CALENDAR
|
|
Calendar: 5/12/2022 #93
ASSEMBLY CONSENT CALENDAR 2ND DAY-ASSEMBLY BILLS
|
|
Summary: Existing law grants the right
to certain compensation and benefits to state employees who, as members of
the California National Guard or a United States military reserve
organization, are ordered to active duty by Presidential determination, as
specified, or in time of national emergency declared by the President of the
United States or otherwise authorized by law. Existing law references
specific provisions of federal law for purposes of identifying events that
establish how long the affected state employees are required to receive these
compensation and benefits, a period which is not to exceed 180 calendar
days.This bill, for purposes of the above-described provisions, would delete
the references to federal law. For purposes of establishing how long the affected
state employees are required to receive these active duty compensation and
benefits, the bill would refer instead to the provisions of California law
that generally establish the right of state employees to compensation and
benefits while on active duty, as described above. The bill would make other
nonsubstantive changes.
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AB 1801
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(Nazarian D)
State holidays: Genocide Awareness Day.
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Current Text: Amended: 4/7/2022 html pdf
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Introduced: 2/7/2022
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Last Amend: 4/7/2022
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Status: 4/27/2022-From committee: Do pass and
re-refer to Com. on APPR. (Ayes 12. Noes 0.) (April 26). Re-referred to Com.
on APPR.
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Location: 4/27/2022-A. APPR.
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Calendar: 5/11/2022 9 a.m. - 1021 O
Street, Room 1100 ASSEMBLY APPROPRIATIONS, HOLDEN, Chair
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Summary: Existing law designates
specific days as holidays in this state. Existing law designates holidays on
which community colleges and public schools are required to close. Existing
law entitles state employees, with specified exceptions, to be given time off
with pay for specified holidays. Existing law designates optional bank
holidays. This bill would add April 24, known as “Genocide Awareness Day,” to
these lists of holidays. The bill would require community colleges and public
schools to close on April 24. The bill would require the California State
University, and request the University of California, to close campuses on
April 24. The bill would require that state employees, with specified
exceptions, be given time off with pay on April 24. This bill contains other
related provisions and other existing laws.
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AB 1824
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(Committee on Public Employment and Retirement) Public
employees’ retirement.
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Current Text: Amended: 3/7/2022 html pdf
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Introduced: 2/7/2022
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Last Amend: 3/7/2022
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Status: 5/4/2022-Referred to Com. on L., P.E. &
R.
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Location: 5/4/2022-S. L., P.E. &
R.
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Summary: Existing law, the Teachers’
Retirement Law (TRL), establishes the State Teachers’ Retirement System
(STRS) and creates the Defined Benefit Program of the State Teachers’
Retirement Plan, which provides a defined benefit to members of the program,
based on final compensation, creditable service, and age at retirement,
subject to certain variations. STRS is administered by the Teachers’
Retirement Board. Existing law creates the Cash Balance Benefit Program,
which is administered by the board, to provide a retirement plan for the
benefit of participating employees who provide creditable service for less
than 50% of full time. The TRL defines “creditable service” in connection
with the Cash Balance Benefit Program with reference to specified activities
performed for certain employers, including for a prekindergarten through
grade 12 employer, as specified, and for a community college employer, as
specified. STRS prescribes the activities that earn creditable service in
this regard to include trustee service, as specified. This bill would revise
the description of trustee service to link it to the definition of this
service, which means duties performed by a member of the governing body of an
employer. This bill contains other related provisions and other existing
laws.
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AB 1949
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(Low D)
Employees: bereavement leave.
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Current Text: Amended: 3/30/2022 html pdf
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Introduced: 2/10/2022
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Last Amend: 3/30/2022
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Status: 4/27/2022-In committee: Set, first hearing.
Referred to suspense file.
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Location: 4/27/2022-A. APPR.
SUSPENSE FILE
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Summary: Existing law, commonly known as
the California Family Rights Act, which is a part of the California Fair
Employment and Housing Act, makes it an unlawful employment practice for an
employer, as defined, to refuse to grant a request by an eligible employee to
take up to 12 workweeks of unpaid protected leave during any 12-month period
for family care and medical leave, as specified. This bill would additionally
make it an unlawful employment practice for an employer to refuse to grant a
request by an eligible employee to take up to 5 days of bereavement leave
upon the death of a family member, as defined. The bill would require that
leave be completed within 3 months of the date of death. The bill would require
that leave be taken pursuant to any existing bereavement leave policy of the
employer. Under the bill, in the absence of an existing policy, the
bereavement leave would be unpaid, however, the bill would authorize an
employee to use certain other leave balances otherwise available to the
employee, including accrued and available paid sick leave. This bill contains
other related provisions and other existing laws.
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AB 2133
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(Medina D)
Wages: final payments.
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Current Text: Amended: 3/23/2022 html pdf
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Introduced: 2/15/2022
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Last Amend: 3/23/2022
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Status: 3/31/2022-From committee: Do pass and
re-refer to Com. on APPR. (Ayes 4. Noes 1.) (March 30). Re-referred to Com.
on APPR.
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Location: 3/31/2022-A. APPR.
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Calendar: 5/11/2022 9 a.m. - 1021 O
Street, Room 1100 ASSEMBLY APPROPRIATIONS, HOLDEN, Chair
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Summary: Existing law regulates the
terms and conditions of employment, and, specifically, the payment of wages.
Existing law generally requires that if an employer discharges an employee,
the wages earned and unpaid at the time of discharge are due and payable
immediately. Under existing law, an employer who lays off a group of seasonal
employees, as specified, is deemed to have made immediate payment of the
employees’ wages if the wages are paid within a reasonable time as may be
necessary for their computation and payment, provided that the time may not
exceed 72 hours. This bill would reduce the time limit on the payment of
wages, as described above, to 48 hours.
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AB 2443
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(Cooley D)
Public employees’ retirement: federal law: limitation on benefits.
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Current Text: Amended: 3/17/2022 html pdf
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Introduced: 2/17/2022
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Last Amend: 3/17/2022
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Status: 5/5/2022-Read third time. Passed. Ordered
to the Senate. (Ayes 61. Noes 0.) In Senate. Read first time. To Com. on RLS.
for assignment.
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Location: 5/5/2022-S. RLS.
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Summary: Existing law establishes the
Legislators’ Retirement System, Public Employees’ Retirement System, the
Judges’ Retirement System, and the Judges’ Retirement System II, all of which
provide retirement and other benefits to their respective members and are
administered by the Board of Administration of the Public Employees’
Retirement System. Existing federal law prescribes limits on the amount of
retirement benefits that a member may receive if a retirement system is to
maintain its tax-qualified status and may require that benefits from different
retirement plans maintained by the same employer be aggregated. This bill,
for purposes of the above-described retirement systems, would prescribe the
method by which benefits are to be reduced when federal law requires
aggregation of benefits from different plans maintained by the same employer
and federal limits on benefits are reached.
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AB 2493
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(Chen R)
County employees’ retirement: disallowed compensation: benefit
adjustments.
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Current Text: Amended: 4/5/2022 html pdf
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Introduced: 2/17/2022
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Last Amend: 4/5/2022
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Status: 5/3/2022-In Senate. Read first time. To
Com. on RLS. for assignment.
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Location: 5/3/2022-S. RLS.
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Summary: Existing law, the California
Public Employees’ Pension Reform Act of 2013 (PEPRA), generally requires a
public retirement system, as defined, to modify its plan or plans to comply
with the act. PEPRA, among other things, establishes new defined benefit
formulas and caps on pensionable compensation. This bill would similarly
authorize a county retirement system to adjust retirement payments based on
disallowed compensation for sworn peace officers and firefighters of that
system. The bill would provide that if the retirement system determines that
the compensation reported for a sworn peace officer or firefighter of the
system is disallowed compensation, as defined, the system would require the
county employer or agency to discontinue reporting the disallowed
compensation. The bill would apply this to determinations made on or after
July 30, 2020, if an appeal has been filed and the applicable member, retired
member, survivor, or beneficiary has not exhausted their administrative or
legal remedies. The bill would require, for an active sworn peace officer or
firefighter, that all contribution made on the disallowed compensation be
credited against future contributions to the benefit of the employer or
agency that reported the disallowed compensation, and any contribution paid
by, or on behalf of, that member, be returned to the member by the employer
or agency, as specified. The bill would require, for a retired sworn peace
officer or firefighter, survivor, or beneficiary whose final compensation was
predicated upon the disallowed compensation, that contributions made on the
disallowed compensation be credited against future contributions to the
benefit of the employer or agency that reported the disallowed compensation
and would require the system to permanently adjust the benefit of the
affected retired member, survivor, or beneficiary to reflect the exclusion of
the disallowed compensation. The bill would specify other conditions required
to be satisfied with respect to a retired sworn peace officer or firefighter,
survivor, or beneficiary whose final compensation was predicated upon
disallowed compensation, including, among others, requiring payment of a
penalty by the employer or agency that reported contributions on the
disallowed compensation. The bill would also require certain information
regarding the relevant retired member, survivor, or beneficiary needed for
purposes of these provisions to be kept confidential by the recipient. This
bill contains other related provisions and other existing laws.
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AB 2860
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(Arambula D)
Civil service: appointments: supervisory positions.
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Current Text: Amended: 4/5/2022 html pdf
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Introduced: 2/18/2022
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Last Amend: 4/5/2022
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Status: 4/20/2022-From committee: Do pass and
re-refer to Com. on APPR. (Ayes 4. Noes 2.) (April 20). Re-referred to Com.
on APPR.
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Location: 4/20/2022-A. APPR.
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Calendar: 5/11/2022 9 a.m. - 1021 O
Street, Room 1100 ASSEMBLY APPROPRIATIONS, HOLDEN, Chair
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Summary: Existing law, the State Civil
Service Act, creates the Department of Human Resources, which succeeds to and
is vested with all of the powers and duties exercised and performed by the
Department of Personnel Administration. Existing law specifically grants the
department the powers, duties, and authority necessary to operate the state
civil service system in accordance with Article VII of the California
Constitution, the Government Code, the merit principle, and applicable rules
duly adopted by the State Personnel Board. Article VII, among other
provisions, exempts specific categories of officers and employees from civil
service. Existing law requires vacancies in state civil service positions to
be filled in a manner that is consistent with the best interests of the state
from among employees holding positions in appropriate classes and requires
promotional lists to be established to facilitate this purpose, except in
limited cases. Existing law requires the appointing power in all cases not
excepted or exempted by virtue of Article VII to fill positions by
appointment, including cases of transfers, reinstatements, promotions, and
demotions, in strict accordance with the act and, except as provided, to fill
vacant positions from employment lists. Existing law permits the use of
personal services contracts for purposes of cost savings when specified
conditions are met, including when the potential economic advantage of
contracting is not outweighed by the public’s interest in having a particular
function performed directly by the state government. This bill, except as
specified, would prohibit filling a vacancy in a position in a facility
operated by the State Department of State Hospitals or by the California
Department of Corrections and Rehabilitation that includes supervision of
state civil service employees in specified State Bargaining Units other than
by appointment of a permanent full-time civil service employee. This bill
contains other existing laws.
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SB 422
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(Pan D)
Personal services contracts: state employees: physician and
professional registry.
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Current Text: Introduced: 2/12/2021 html pdf
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Introduced: 2/12/2021
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Status: 9/10/2021-Failed Deadline pursuant to Rule
61(a)(15). (Last location was INACTIVE FILE on 9/9/2021)(May be acted upon
Jan 2022)
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Location: 9/10/2021-A. 2 YEAR
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Summary: Existing law, the State Civil
Service Act, regulates employment with the state and vests in the Department
of Human Resources all powers, duties, and authority necessary to operate the
state civil service system. Existing law permits the use of personal services
contracts for purposes of cost savings when specified conditions are met,
including when the potential economic advantage of contracting is not
outweighed by the public’s interest in having a particular function performed
directly by the state government.This bill would require the Department of
Human Resources to establish, by March 1, 2022, a physician and professional
registry composed of prescribed members of state bargaining units who are
employed by the state. The bill would require the Department of Corrections
and Rehabilitation and the State Department of State Hospitals to participate
in the registry and to designate a coordinator for the registry. The bill
would require an employee in the applicable bargaining units who elects to
join the registry to notify the coordinator of their interest and provide the
coordinator with their availability for work on a monthly basis. The bill
would establish eligibility and compensation for registry work. The bill
would require each state department employing physicians or professionals
from the registry, by January 1, 2026, to conduct a study of the
effectiveness of the registry to determine if the registry compensation rates
were successful in addressing the operational needs for flexible services at
a lower cost than contract registries. The bill would also require each such
department to conduct and post on its internet website a semiannual survey of
managers and employees to determine the efficacy of the registry. The bill
would repeal these provisions on January 1, 2027.
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SB 457
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(Portantino D)
Public employee retirement systems: investment portfolios: divestment
from Turkey.
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Current Text: Introduced: 2/16/2021 html pdf
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Introduced: 2/16/2021
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Status: 7/14/2021-Failed Deadline pursuant to Rule
61(a)(11). (Last location was P.E. & R. on 5/28/2021)(May be acted upon
Jan 2022)
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Location: 7/14/2021-A. 2 YEAR
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Summary: The California Constitution
grants the retirement board of a public employee retirement system plenary
authority and fiduciary responsibility for investment of moneys and
administration of the retirement fund and system. The California Constitution
qualifies this grant of powers by reserving to the Legislature the authority
to prohibit investments if it is in the public interest and the prohibition
satisfies standards of fiduciary care and loyalty required of a retirement
board. Existing law prescribes specified duties for the boards of
administration of the Public Employees’ Retirement System and the State
Teachers’ Retirement System in connection with investment in specified
countries and, under certain conditions, limits the authority of the boards
to invest in those countries.This bill would require the boards of
administration of the Public Employees’ Retirement System and the State
Teachers’ Retirement System to provide employers that are school districts
and cities that participate in the systems an option to elect an investment
portfolio that does not contain investment vehicles that are issued or owned
by the government of the Republic of Turkey.
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SB 840
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(Skinner D)
Budget Act of 2022.
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Current Text: Introduced: 1/10/2022 html pdf
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Introduced: 1/10/2022
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Status: 1/11/2022-From printer.
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Location: 1/10/2022-S. BUDGET &
F.R.
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Summary: This bill would make
appropriations for the support of state government for the 2022–23 fiscal
year. This bill contains other related provisions.
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SB 1044
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(Durazo D)
Employers: state of emergency or emergency condition: retaliation.
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Current Text: Amended: 3/23/2022 html pdf
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Introduced: 2/15/2022
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Last Amend: 3/23/2022
|
|
Status: 4/4/2022-April 4 hearing: Placed on APPR
suspense file.
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Location: 4/4/2022-S. APPR. SUSPENSE
FILE
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Summary: Existing law establishes within
the Department of Industrial Relations the Division of Labor Standards
Enforcement, under the direction of the Labor Commissioner. Existing law
authorizes the division to enforce the Labor Code and all labor laws of the
state the enforcement of which is not specifically vested in any other
officer, board, or commission. Existing law prescribes comprehensive
requirements relating to minimum wages, overtime compensation, and standards
for working conditions for the protection of employees applicable to an
employment relationship. This bill would prohibit an employer, in the event
of a state of emergency or an emergency condition, as defined, from taking or
threatening adverse action against any employee for refusing to report to, or
leaving, a workplace within the affected area because the employee feels
unsafe. The bill would also prohibit an employer from preventing any employee
from accessing the employee’s mobile device or other communications device
for seeking emergency assistance, assessing the safety of the situation, or
communicating a person to confirm their safety. The bill would require an
employee to notify the employer of the state of emergency or emergency
condition requiring the employee to leave or refuse to report to the
workplace, as specified. The bill would clarify that these provisions are not
intended to apply when an official state of emergency remains in place but
emergency conditions that pose an imminent and ongoing risk of harm to the
workplace, the worker, or the worker’s home have ceased.
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SB 1114
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(Newman D)
Public Employees’ Retirement System.
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Current Text: Introduced: 2/16/2022 html pdf
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Introduced: 2/16/2022
|
|
Status: 2/23/2022-Referred to Com. on RLS.
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Location: 2/16/2022-S. RLS.
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Summary: The Public Employees’
Retirement Law (PERL) creates the Public Employees’ Retirement System (PERS),
which provides a defined benefit to its members based on age at retirement,
service credit, and final compensation, and prescribes the rate of employer
contributions to PERS. Under PERL, an "employer" is defined for
certain purposes generally to mean a contracting agency, except as specified.
This bill would make a nonsubstantive change to that definition.
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SB 1173
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(Gonzalez D)
Public retirement systems: fossil fuels: divestment.
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|
Current Text: Amended: 4/21/2022 html pdf
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Introduced: 2/17/2022
|
|
Last Amend: 4/21/2022
|
|
Status: 5/2/2022-May 2 hearing: Placed on APPR
suspense file.
|
|
Location: 5/2/2022-S. APPR. SUSPENSE
FILE
|
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Summary: The California Constitution
grants the retirement board of a public employee retirement system plenary
authority and fiduciary responsibility for investment of moneys and
administration of the retirement fund and system. These provisions qualify
this grant of powers by reserving to the Legislature the authority to
prohibit investments if it is in the public interest and the prohibition
satisfies standards of fiduciary care and loyalty required of a retirement
board. This bill would prohibit the boards of the Public Employees’
Retirement System and the State Teachers’ Retirement System from making new
investments or renewing existing investments of public employee retirement
funds in a fossil fuel company, as defined. The bill would require the boards
to liquidate investments in a fossil fuel company on or before July 1, 2030.
The bill would temporarily suspend the above-described liquidation provision
upon a good faith determination by the board that certain conditions
materially impact normal market mechanisms for pricing assets, as specified,
and would make this suspension provision inoperative on January 1, 2035. The
bill would provide that it does not require a board to take any action unless
the board determines in good faith that the action is consistent with the
board’s fiduciary responsibilities established in the California
Constitution. This bill contains other related provisions and other existing
laws.
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