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Articles by August Pearson
EEOC Rescinds Criminal History Guidance: What California Employers Need to Know
On October 29, 2026, the U.S. Equal Employment Opportunity Commission (“EEOC”) announced that it had rescinded its 2012 enforcement guidance addressing employers’ consideration of arrest and conviction records in employment decisions under Title VII of the Civil Rights Act of 1964 (“Title VII”). The rescission took effect immediately.
California Employers: Post Your Voting Leave Notice by October 24
With the November 3, 2026, general election approaching, California employers have an important compliance deadline. Under California Elections Code section 14001, employers must post a notice informing employees of their right to take time off to vote at least 10 days before a statewide election. This year, employers must post the required notice by Saturday, October 24, 2026.
California Employers: Post Your Voting Leave Notice by October 24
With the November 3, 2026, general election approaching, California employers have an important compliance deadline. Under California Elections Code section 14001, employers must post a notice informing employees of their right to take time off to vote at least 10 days before a statewide election. This year, employers must post the required notice by Saturday, October 24, 2026.
New California Employment Laws for 2027: What Employers Need to Know
On September 30, 2026, Governor Gavin Newsom signed a group of measures that change how California employers use artificial intelligence, handle immigration-related issues, structure repayment agreements, enforce arbitration agreements, and report pay data. He also vetoed several closely watched proposals, including a bill that would have added menopause and other similar issues as disabilities to the Fair Employment and Housing Act (FEHA). Most of the new laws take effect January 1, 2027.
New California Employment Laws for 2027: What Employers Need to Know
On September 30, 2026, Governor Gavin Newsom signed a group of measures that change how California employers use artificial intelligence, handle immigration-related issues, structure repayment agreements, enforce arbitration agreements, and report pay data. He also vetoed several closely watched proposals, including a bill that would have added menopause and other similar issues as disabilities to the Fair Employment and Housing Act (FEHA). Most of the new laws take effect January 1, 2027.
Employers Sprung, Temporarily, From California’s Trap Law
As CDF reported last year, California enacted Assembly Bill 692 (AB 692), which banned employment contracts known as TRAPs that required employees to pay penalties, fees or costs commonly tied to training if the employee ended the relationship. The TRAP law was effective January 1, 2026, and exposed employers to damages or $5,000 per worker (whichever is greater), plus injunctive relief and attorney’s fees, in individual or class-wide actions.
AB 2155 and California Arbitration Agreements: When the FAA’s Exclusions Become California Law
For years, the Federal Arbitration Act (FAA) has provided a mechanism for California employers to enforce arbitration agreements despite the state’s repeated efforts to narrow them. However, a newly signed law will change that.
California Employers Should Prepare for Local Minimum Wage Increases Effective July 1, 2026 | JD Supra
California employers should prepare for another round of local minimum wage increases taking effect on July 1, 2026. While California's statewide minimum wage increased to $16.90 per hour on January 1, 2026, many cities and counties maintain local minimum wage ordinances that require employers to pay higher rates. Employers with employees working in multiple jurisdictions should review applicable local wage requirements and ensure payroll systems are updated before the July 1 effective date.
AB 1940: California Moves to Expressly Protect Employees Experiencing Menopause Under FEHA
California lawmakers introduced Assembly Bill 1940 (AB 1940) in February 2026 to expressly include perimenopause, menopause, and postmenopause within the definition of “sex” under the California Fair Employment and Housing Act (FEHA).
Changes to 2025 CRD Pay Data Reporting: New Fields, New Complexity
California law requires private employers with 100 or more employees and/or 100 or more workers hired through labor contractors to annually report pay, demographic, and other workforce data to the Civil Rights Department (CRD). The CRD has now released preliminary templates, updated FAQs, and opened the pay data portal for Reporting Year 2025. The deadline to file is May 13, 2026.
Employers Sprung, Temporarily, From California’s Trap Law
As CDF reported last year, California enacted Assembly Bill 692 (AB 692), which banned employment contracts known as TRAPs that required employees to pay penalties, fees or costs commonly tied to training if the employee ended the relationship. The TRAP law was effective January 1, 2026, and exposed employers to damages or $5,000 per worker (whichever is greater), plus injunctive relief and attorney’s fees, in individual or class-wide actions.
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