While coverage of several California laws set to take effect in 2020 — such as the upcoming minimum wage increase, ban on hairstyle discrimination and the changes to the gig economy — has been widespread, including on KHTS, there are a number of less discussed laws also set to take effect in 2020.

These laws are set to impact the workplace across California, and their effects range from a ban on forced mandatory arbitration agreements by employers, a requirement for employers to provide appropriate accommodations for employees who are nursing mothers and increased paid family leave, among others.

See Related: New California Laws Going Into Effect In 2020

In addition to reviewing the text of the bills themselves, KHTS spoke to Santa Clarita lawyer Jeff Hacker of Hacker Law Group to provide some context and explanation of what to expect from a few of the upcoming changes to the law.

“Most of the new business laws concern employers, employees and arbitration agreements,” said Hacker.

AB 51: Ban on Mandatory Arbitrations

Workers cannot be forced into a mandatory arbitration agreement by an employer as a condition of employment beginning Jan. 1, 2020. 

“Mandatory arbitration agreements are now banned,” Hacker said. “Employers are prohibited from requiring them in any application for employment or requesting any employee to waive a right proceeding from the Fair Employment and Housing Act.”

However, the law does not apply to mandatory arbitration agreements entered into prior to Jan. 1, 2020. Additionally, the law only bans mandatory arbitration agreements; employees and employers may still enter arbitration agreements voluntarily.

SB 83: Paid Family Leave

Beginning July 1, 2020, employers that meet certain standards will be required to allow for paid family leave of up to eight weeks through the California State Disability Insurance program. The change represents an increase of two weeks from the previous requirements of six weeks of paid leave.

See Related: CHP Outlines New California Traffic Laws To Go Into Effect In 2020

SB 142: Locations for Lactation

While California has a law that already requires employers to provide breaks for nursing mothers, the law did not specify the necessary conditions of the accommodations to be provided, leaving some to express breast milk in a bathroom stall or office closet. The new law requires companies to provide appropriate lactation accommodations close to the employee’s work area with available electrical plugs and free of intrusion.

SB 688: Failure To Pay Wages Penalties

“New penalties have been added to existing penalties for an employer’s failure to pay wages,” said Hacker. “The new penalties are $100 for each failure to pay each employee for the first violation. For every subsequent or willful violation, the employer is subject to $200 for each employee plus 25 percent of the amount unlawfully withheld.”

AB 1018: Real Estate Appraisers

“Home inspectors cannot provide their opinion concerning their evaluation of a real estate property, and conversely, a real estate appraiser cannot perform a house inspection,” Hacker said.

The bill protects home buyers or sellers from those that would make a deceptive evaluation of a property or seek to conceal elements of a house inspection for personal benefit.

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