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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.

Kelsi Maree Borland


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