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This area of our Chamber website is dedicated to bill positions based off the California Chamber of Commerce. We will share their explanation and information on supported bills and opposed bills, bills that will stimulate the economy and improve the state’s jobs climate, and bills that threaten California’s economic recovery and would hurt the ability of employers to rehire or maintain employment of California workers should they become law. We are dedicated to getting the information out to our local businesses in case these laws and regulations may have affect on you or our community.
If there is a bill you'd like us to advocate to the Sate on please contact the Chamber Office to schedule an appointment to review.
Since this page is new to the Chamber please be patient as we list all the resourceful information we see necessary to our community. Continue to check in on the progress!
Mandatory Reporting and Disclosure on Automated Decision Systems. Requires business offering any computational process that aids in making decisions that impact people to conduct audits and produce overbroad reports revealing details about their systems to the Department of Financial Protection and Innovation. These overbroad regulations, while extremely costly and time consuming, provide little benefit to consumers.
Massive Corporate Tax Increase. Would increase the state’s corporate tax rate to 9.6% in order to create a homelessness fund. Additionally, the bill would require taxpayers who make a water’s-edge election to include in their gross income 50% of global intangible low-taxed income and 40% of the repatriation income of affiliated corporations. Last, taxpayers that experience a tax increase under these provisions would be prohibited from utilizing business tax credits to offset more than $5 million of the new liability.
Burdensome New Bereavement Leave Mandate. Imposes a significant new burden on employers of every size by mandating that they provide employees up to ten (10) days of bereavement leave upon the death of a spouse, child, parent, sibling, grandparent, grandchild, or domestic partner, regardless of how long the employee has worked for the employer. The bill further opens up new avenues for litigation against California employers by establishing a brand new private right of action (in addition to liability under PAGA and administrative enforcement through the Division of Labor Standards Enforcement).
Increased Paid Sick Leave Mandate. Amends the Healthy Workplaces, Healthy Families Act to extend the number of paid sick days employers are required to provide from 3 days to 5 days and adjusts the accrual rate for paid sick days.
New Childcare Benefit Requirements. Requires employers to provide employees with up to 60 hours of paid childcare benefits every year, forbids employers from requesting accommodation to demonstrate need for backup childcare.
Government-Run Health Care. Penalizes responsible employers and individuals and results in significant new taxes on all California businesses and individuals by creating a new single-payer government-run, multibillion-dollar health care system financed by an unspecified and undeveloped “revenue plan."
Increased Costs and Liability on Employers. Significantly increases the burden on non-unionized employers in the garment manufacturing industry in California, by eliminating piece rate as a method of payment even though it can benefit the employee, creating joint and several liability for contractors for any wage violations or the employer, and shifting the evidentiary standards in a Labor Commissioner hearing to limit the ability for an employer to defend against an alleged wage violation. These additional requirements will encourage companies to contract with manufacturers outside of California, thereby limiting the demand and workforce of garment manufacturers in California.
Mandated health and dental plan payments to providers for business expenses. Onerous mandate that requires health plans, health insurers, and dental plans to permanently fund provider expenses for personal protective equipment (PPE), infection control supplies, information technology systems, and other undefined business expenses.
Development Ban. Prohibits cities and counties from designating any land uses that have potential to adversely impact disadvantaged communities, even if any potential impacts could be mitigated. In doing so, the bill removes local land use authority, creates new CEQA litigation and worsens the state’s housing crisis.
Expansion of CalOSHA Authority and Enforcement. Significantly expands CalOSHA authority by allowing it to multiply penalties potentially by 10x or 100x against employers, and shut down facilities that it has not even physically inspected., Finally, creates multiple new presumptions of retaliation that are duplicative of existing protections and will generate litigation.
Over Enforcement. Protects businesses for duplicative enforcement by the Department of Consumer Affairs when CalOSHA already has enforcement authority and penalties.
Tax Relief for Businesses that Received PPP Funds. Would bring California into partial conformity with federal tax law by allowing up to $150,000 of expenses paid for using Paycheck Protection Program loans to be deductible.
Flexible Workweek. Allows for an employee-selected flexible work schedule and relieves employers the administrative cost and burden of adopting an alternative workweek schedule per division, which accommodates employees, helps retain employees, and allows the employer to invest these savings into growing its workforce.
Small Business License Relief. Provides a tax credit beginning on or after January 1, 2020, but before January 1, 2021 equal to 50 percent of the annual fee paid or incurred for an alcohol license by a qualified establishment.
Mutual Arbitration Waiver. Allows employee and employer to mutually agree to keep all wage claims in court rather than arbitration in exchange for waiver of PAGA penalties. Applies only to claims arising during the COVID-19 pandemic with a sunset date of one year after the end of the state of emergency.
Telecommuting/employee notices and acknowledgments; final pay. Makes commonsense amendments to the Labor Code to allow companies with employees who are telecommuting to comply with notice, acknowledgement, and final paycheck requirements that would otherwise require employees to physically come to the workplace.
Telecommuting. Allows employers to satisfy notice requirements under the Labor Code using electronic means for telecommuting employees and allows employers to mail final paychecks so telecommuting employees need not physically come to the workplace to pick up their check.
Tax Credit for State and Local Fees Paid by Closed Businesses. Would allow a business to claim a tax credit for fees paid to a state agency or a local government in connection with a permit, license, or other mandatory operating cost imposed by the state or a local government during the time in which the taxpayer was required to cease business operations in response to an emergency order.
Tax relief for pass through entities. Allows pass through entities to calculate their State and Local taxes in a manner that reduces their federal tax burden.
Small Business Relief from Penalties. Provides small businesses who are struggling to survive this pandemic with potential relief from harsh penalties for violations that were made in good faith and did not cause any serious safety, health or economic harm.
Telecommuting. Allows employers to satisfy notice requirements under the Labor Code using electronic means for telecommuting employees.