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A new California laws adds reporting requirements for temporary staffing firms, another adds new rules for firms in the warehouse industry and a third law enacts social media password protection for employees. But a law prohibiting job ads requesting only currently employed applicants got vetoed. The bills were among a slew of laws considered by California Gov. Edmund Brown Jr.
One law, AB 1744, will require that staffing firms disclose on a worker’s itemized payroll statement the total hours worked and rate of pay for each temporary assignment, according to the California Labor & Employment Law Blog. Brown signed the law late last month.
Another law signed by the governor, AB 1855, prohibits firms in the warehouse industry from entering into contracts for labor or other services where the agreement does not include “funds sufficient to allow the contractor to comply with applicable laws governing the labor or service to be provided,” according to a state Assembly analysis of the bill.
DC Velocity reports AB 1855 is designed to get tough on warehouse staffing firms but could re-regulate the warehouse industry.
In another topic, Brown vetoed AB 1450.
“This measure seeks to prevent discrimination against the unemployed based on their job status by prohibiting employers from stating in employment ads that applicants must be employed,” Brown wrote in his veto statement. “Unfortunately, as this measure went through the legislative process it was changed in a way that could lead to unnecessary confusion.”
In addition, another law signed by the governor last week, AB 1844, prevents employers from requesting social media user names or passwords. Robert Milligan of Seyfarth Shaw LLP writes more on this here.
Employment law firm Littler Mendelson also discusses the law here.