Gub. Jerry Brown menandatangani peraturan baru dalam Undang-Undang bulan ini, termasuk sejumlah peraturan yang membuat praktik pekerjaan dan mempekerjakan pegawai yang semula boleh kini menjadi ilegal.

Legislasi baru ini akan berlaku mulai tanggal 1 Januari 2018, namun para perekrut pegawai sebaiknya mempersiapkan diri terhadap dua Undang-Undang pekerjaan yang dapat memberikan mereka risiko pelanggaran atau litigasi.

Salah satu bagian utama dalam legislasi adalah AB 1008, yang memperluas upaya negara dalam penerapan hukum “Ban The Box”, atau menghilangkan penggunaan riwayat kriminal dalam pemutusan perekrutan. Undang-Undang baru tersebut melarang perekrut pegawai negara atau swasta dengan lebih dari empat pegawai untuk menanyakan pelamar kerja untuk menginformasikan riwayat kriminal mereka hingga setelah seseorang sudah ditentukan terkualifikasi untuk posisi yang dilamar.

Hanya setelah pekerjaan tersebut ditawarkan, baru perekrut pegawai dapat mempertimbangkan riwayat kriminal. Jika pelamar ditolak karena riwayat kriminal tersebut, perekrut diperlukan untuk melakukan penilaian individu dan pemberitahuan yang memadai serta kesempatan bagi pelamar untuk memberi respon.

Pelarangan lain untuk para perekrut yang berlaku mulai tanggal 1 Januari adalah bertanya mengenai riwayat gaji. Dalam AB 168, adalah ilegal untuk bertanya kepada pelamar mengenai informasi gaji lama, maupun secara tertulis atau dalam wawancara, atau dengan meminta data langsung dari tempat kerja lama.

Legislasi ini bertujuan untuk memberantas ketidakadilan upah yang berkelanjutan yang disebabkan oleh ras dan gender. California adalah negara bagian keempat, setelah Massachusetts, Oregon, dan Delaware yang menerapkan pelarangan permintaan riwayat gaji dari pelamar kerja.

Undang-Undang riwayat gaji adalah bagian dari ekspansi konsisten Equal Pay Act California, yang mengharuskan pemberian gaji yang setara, tak memandang gender, untuk kerja yang setara.  Revisi dan pembaruan menjadi Undang-Undang yang lebih baik di beberapa tahun terakhir telah menyebabkan beberapa litigasi terhadap para perekrut yang belum memperbarui kebijakan dan prosedur mereka.

Ada beberapa pengecualian di AB 168, termasuk jika informasi gaji tersedia secara publik atau jika seorang pegawai secara sukarela memberikan informasi terkait kepada perekrut tanpa permintaan lebih dulu.

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