As the 2005-2006 legislative session nears an end, it is worth mentioning
the status of several bills affecting the workplace. The Legislature
has until August 31 to pass any of these measures. The Governor would
have to sign or veto the measures by September 30.
AB 2095 – This bill proposes to limit the
AB 1825 sexual harassment training requirement to supervisors in California.
The bill cleared the Assembly Committee, but was slightly amended in
the Senate. It seems likely that the bill will be passed.
AB 2217 – This bill would provide for alternative
work weeks on an individual basis. However, the bill was rejected at
the committee level. It will receive reconsideration, but many observers
believe that it will go nowhere at this time.
AB 2209 – This bill proposes to invalidate
any agreements between an employer and employee that would prohibit
the employee from filing a claim for unemployment benefits or appealing
a decision regarding unemployment benefits.
SB 300 – This bill seeks to amend a provision of the Government
Code relating to family and medical leave. Among other things, it would
(1) permit an employee to take family medical leave to care for an adult
child with a serious health condition, even if that child is independent;
(2) allow an employee to take family medical leave to care for a seriously
ill sibling, grandparent or domestic partner; and (3) provide that “care
for,” as used in the act, includes both physical and psychological
care, and also provide that an employee need not be involved or participating
in providing direct medical care of the family member.
