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Is Your Company Ready for the Changes Coming in 2018?

 Is Your Company Ready for the Changes Coming in 2018?

California businesses should make sure they’re on top of all the changes coming to business law in 2018. At Law Offices of Torrence L. Howell, we can help your company get up to date. Read on to learn more about the basic changes and then contact us at (909) 920-0908 if you have questions.

The New Parent Leave Act

If you have a company with at least 20 employees then you’ll be required to offer unpaid leave for any new parent so that they can bond with their child. There are limits on the leave. For example, the leave must be taken within one year of the time the child was born or adopted. If it’s a foster child, then the leave must be taken within a year as well. As an employer, you’re required to provider this unpaid leave for the placement or birth of a child, but you’re not responsible for medical needs of other family members.

Changes to what you can learn about a potential employee’s criminal background

If your company has five or more employees then you’ll no longer be able to ask about the criminal history of a person apply for a job. This is in accordance with Assembly Bill 1008. You’re also not allowed to consider the criminal history of a person at any other time up until you’ve made a conditional offer of employment. There are some specific exceptions, such as jobs where background checks are mandated by federal, state, or local laws.

Changes to what you can ask about a potential employee’s prior salaries

Assembly Bill 168 passed and it states that as an employer, you’re not allowed to ask about a job applications past benefits or salary. You’re also not allowed to use their salary history when considering their pay. If a person applying for a job does share their salary information voluntarily then you’re able to use that information.

Immigration Worker Protection Act

This law is meant to protect undocumented people from be victim of immigration enforcement while they’re working. In short, this law means that an employer can’t reverify if an employee s eligible to work legally as long as they’ve already been found to be legal to work in the past.

New laws about harassment

SB 396 makes it a requirement that an employer provide mandatory training to employees that discusses discrimination and harassment based on gender identity, sexual orientation, and gender expression. SB 295 makes it a law that this train must be conducted in the language that’s spoken by the workers who are getting the training.

Talk to an attorney to avoid business litigation

This is just a partial list of the new business laws that are going to affect or will be going into effect in 2018 in California. If you’re worried that your company may face business litigation or other issues, please contact a California business attorney. Contact Law Offices of Torrence L. Howell at (909) 920-0908 and let us help you through whatever your company is going through.


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My ex-wife hired an attorney which prompted me to do so for our divorce. Torrence Howell was highly recommended from a friend of mine who used Torrence’s services for a divorce just like mine. The results came out much better than he ever thought it would. With all things being equal I felt Torrence would

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