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New laws—which came into effect on January 1st—will affect workplace day-to-day operations and talent recruitment. These new laws include AB 1701, which holds the general contractor liable for wages and fringe benefits of the employees for its subcontractors; AB 450, a law that restricts lawyer to not cooperate any more than required by immigration enforcement action; AB 1008, also known as the ban-the-box law and restricts employers from inquiring about requirement about criminal history before the extension of a job offer; SB 396, a law that requires employers with 50-plus employees to provide at least two hours of sexual harassment training; SB 63, which expands parental leave obligation; requires employers to provide up to 12 weeks of unpaid job-protected leave; and AB 168, which restricts employers from asking about an applicants pay history. We sat down with Dwayne McKenzie, a partner at Cox, Castle & Nicholson to talk about the impact of these new laws and how employers need to prepare.

GlobeSt.com: Is it typical to see this many new workplace laws?

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Kelsi Maree Borland

Kelsi Maree Borland is a freelance journalist and magazine writer based in Los Angeles, California. For more than 5 years, she has extensively reported on the commercial real estate industry, covering major deals across all commercial asset classes, investment strategy and capital markets trends, market commentary, economic trends and new technologies disrupting and revolutionizing the industry. Her work appears daily on GlobeSt.com and regularly in Real Estate Forum Magazine. As a magazine writer, she covers lifestyle and travel trends. Her work has appeared in Angeleno, Los Angeles Magazine, Travel and Leisure and more.

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