New 2017 Laws Employers Should Know

New 2017 Laws Employers Should Know

Q: I know there are a number of new laws that went into effect this year for employers. Can you share some of these new laws that will affect employers?

A: Yes, as 2017 has brought with it over 25 Assembly and Senate bills pertaining to employment. The following is a list and brief description of some new and amended Assembly Bills (AB) and Senate Bills (SB) that affect California employers and employees in 2017.

SB3—Minimum Wage. This is the minimum wage increase to $10.50 per hour for employers with 26 employees or more. This increase will go into effect for employers with 25 employees or less, January 1, 2018. Also, do not forget to post the Minimum Wage Order (MW-2017) next to your posted Industrial Welfare Commission (IWC) Order or Industry or the Industry Occupation Order. You may also want to note that Lodging and Meal amounts were amended as well.

AB1732—Single User Restrooms. Effective March 1, 2017, all single-user toilet facilities in any business establishment, public places, or government agencies will be identified as all-gender toilet facilities. Inspectors, building officials, or other local officials responsible for code enforcement will inspect for compliance during any inspection.

SB1001– Unfair Practice. This bill makes it unlawful for an employer to request more or different documents than are required under the Form I-9 process. Employers may not refuse to honor documents that reasonably appear to be genuine or to reinvestigate or reverify an incumbent employee’s authorization to work.

AB2535—Itemized Wage Statement. This amendment to Labor Code 226 relieves employers having to track or log working hours for employees who are exempt from minimum wage or overtime pay. On almost all occasions, employers are required to provide an itemized wage statement (or pay stub) for hourly wage workers.

AB1847—Earned Income Tax Credits. This bill requires employers currently required to notify employees who may be eligible for the Federal Earned Income Tax Credit to also notify these employees that they may be eligible for the California Earned Income Tax Credit under the same conditions.

AB1843—Juvenile Criminal History. This bill prohibits an employer from asking an applicant for employment to disclose, or use as a factor in determining any condition of employment, information concerning or related to an arrest, detention, processing, diversion, supervision, adjudication, or court disposition that occurred while a juvenile.

SB1063—Fair Pay. This bill amends the law that prohibits an employer from paying any of its employees wages less than the rates paid to employees of another race or ethnicity for substantially similar work. The existing law prohibits an employer from paying employees wages less than what is paid to employees of the opposite sex for performing similar work.

Employers that provide services or construction work on public works projects for the government or public sector, must pay prevailing wages. The following bills elaborate on funds and payments for the existing law: AB326; AB1926; SB954.

The above are brief summaries of the new California Assembly and Senate Bills. For complete and detailed information on these new laws, please visit the California Legislative Information website:


Leave a Reply

  • (will not be published)