Valencia, CA (PressExposure) December 31, 2011 -- http://www.Californiaworkcomp.net which offers advice to employers on CA workers comp laws. These new laws apply to all California employers which will take effect after Jan. 1, 2012. These new laws will hopefully offer more protection for workers and outlines additional information requirements for new employees. While other new laws will help employers save money in the cost of their workers' compensation insurance.
As of Jan. 1, 2012, California employers will be required to provide additional information to new employees who are not exempt from overtime, are not public employees, nor subject to certain collective bargaining agreements. Assembly Bill, (AB) 469 requires a written notice to be provided to employees at the time of hire that contains information about rate of pay, pay day designation, physical address of the employer's main office and the name, address, and phone number of the employer's workers' compensation carrier. A template of the written notice is available from the California Labor Commissioner at http://www.dir.ca.gov/dlse.
Another bill addressing new hires is AB 22, which prohibits employers from obtaining and using consumer credit information for applicants or employees unless the positions meet one or more of the law's exemption criteria. Exemptions to this requirement include law enforcement positions, positions that require regular access to bank and credit information or that require access to confidential or proprietary information, and to the employer's bank accounts or cash.
The serious matter of identity theft is addressed in AB 1236 which prohibits state or local government employers from requiring a private employer to use the federal E-Verify program unless required by federal law or as a condition of receiving federal funds. E-Verify is a federally created program that allows employers to use an internet based system to electronically verify the employment eligibility of new hires.
Finally, under the new requirements of AB 243, farm labor contractors are now required to include, in the itemized information on employee pay statements, the name and address of the legal entity (usually a grower) that secured the services of the farm labor contractor.
For a more complete list of new laws that fall within the jurisdiction of the Department of Industrial Relations visit http://www.dir.ca.gov.