Transcript Highlights:

• This unit is responsible for investigating the most serious workplace incidents, including fatalities
• However, we want to be fiscally responsible and not over-committed.
• And that is the sort of responsibility of this entity.
• rights are, both inside and outside of the workplace.
• of the workplace.

Summary: The Senate Budget Subcommittee on Corrections, Public Safety, Judiciary, Labor, and Transportation heard presentations on labor and public employment issues from the Employment Development Department (EDD), the California Workforce Development Board (CWDB), and the Department of Industrial Relations (DIR). The committee first focused on EDD Next modernization, where EDD described progress on online claims, call center upgrades, language access, fraud prevention, and the Integrated Claims Management System (ICMS). The Legislative Analyst’s Office urged closer legislative oversight, especially as the project moves into the most difficult phase. Senators asked about the revised timeline, total cost, fraud reduction, stress testing, transparency around change orders, and the decision to phase in disability insurance and paid family leave before unemployment insurance. EDD said the overall project cost remained about $1.2 billion, that it had no major cost overruns, and that it had saved more than $20 million by shifting some shared customer portal work into ICMS. The subcommittee then considered CWDB’s request for additional operational resources and trailer bill language to streamline reporting. CWDB and the Department of Finance said staffing had been expanded during the pandemic-era surge in grant funding and should now be reduced as one-time grant programs wind down. Senators questioned the proposed staffing reduction, arguing that workforce development needs remain strong and that the board’s policy role still requires adequate capacity. The committee also discussed a proposal to consolidate multiple annual and interim reports into a single biennial report, with LAO supporting the streamlining. Members asked about reporting for specific programs and the cost savings from reducing duplicative evaluations. A major portion of the hearing addressed DIR’s proposed reforms to the Subsequent Injury Benefits Trust Fund (SIBTF) and related workload funding. DIR and LAO described rapid growth in applications, a large and growing backlog, and sharply rising liabilities and employer assessments. The administration’s trailer bill would tighten eligibility, apply reforms to open cases, and use contemporaneous evidence and QME reports to document preexisting disabilities. LAO said the proposal largely matched its prior recommendations and would help return the program to its original intent. Senators raised concerns about fairness to pending claimants, the effect on workers with undocumented preexisting conditions, and whether the QME system could absorb the added workload. The committee also heard DIR’s request to eliminate vacant positions under a statewide vacancy sweep, with members objecting that some vacancies reflect unmet enforcement and safety needs rather than excess capacity. The hearing continued with DIR proposals for additional Cal/OSHA investigative staff, permanent changes to Workers’ Compensation Appeals Board petition deadlines, and apprenticeship-related funding increases. DIR sought 14 permanent positions for its Bureau of Investigation to handle serious workplace fatalities and injuries, and members emphasized the importance of timely investigations and family communication. The WCAB requested making permanent a 2024 change that starts the 60-day reconsideration clock when a case is transmitted rather than when the petition is filed; the board said this had reduced the number of cases awaiting decisions from 637 to 460. Finally, DIR proposed increasing apprenticeship training grants from $3 million to $20 million annually using the Apprenticeship Training Contribution Fund, citing an $80 million fund balance and workforce demand tied to rebuilding and infrastructure needs, and then began discussion of a separate request to expand pre-apprenticeship programs.

Transcript Highlights:

• In the midst of all the responsibility and debate and decision-making we pause us to seek something deeper
• HB 1147 by Gomez relating to the establishment of the Texas Workforce Commission of a workplace Soft
• HB 1147 relates to workplace training and soft skills in Cameron County, Texas. Move passage.
• But law enforcement may be delayed in their response, which could place the victim and general public
• Is that non-responsive? I am not advised. OK. All right. Thank you.

Bills: SB5 , SJR3 , HB 11 , HJR72 , HB48 , HB27 , HB144 , HB37 , HB1481 , HB581 , HB1696 , HB2216 , HB 1035 , HB1633 , HB742 , HB754 , HB1689 , HB1690 , HB2669 , HB391 , HB517 , HB1775 , HB 1024 , HB1607 , HB252 , HB1716 , HB1562 , HB4116 , HB1866 , HB1741 , HB2103 , HB2637 , HB2884 , HB3707 , HB503 , HB 1089 , HB1757 , HB2986 , HB972 , SB365 , SB1786 , SB5 , SJR3 , HB14 , HB43 , HB36 , HB26 , HB149 , HB 121 , HB206 , HB136 , HB3114 , HB2733 , HB1732 , HB3700 , HB467 , HB 1130 , HB1846 , HB1442 , HB 1147 , HB2176 , HB2701 , HB805 , HB2890 , HB 1154 , HB1644 , HB2118 , HB1718 , HB2488 , HB2596 , HB2468 , HB484 , HB2578 , HB3204 , HB 1041 , HB307 , HB685 , HB538 , HB2525 , HB3125 , HB2027 , HB2894 , HB3077 , HB 106 , HB18 , HB 11 , HJR72 , HB48 , HB27 , HB144 , HB37 , HB1481 , HB581 , HB1696 , HB2216 , HB 1035 , HB1633 , HB742 , HB754 , HB1689 , HB1690 , HB2669 , HB391 , HB517 , HB1775 , HB 1024 , HB1607 , HB252 , HB1716 , HB1562 , HB4116 , HB1866 , HB1741 , HB2103 , HB2637 , HB2884 , HB3707 , HB503 , HB 1089 , HB1757 , HB2986 , HB972

Keywords: dementia, research institute, Alzheimer's disease, Parkinson's disease, funding, grants, state health initiatives, research funding, state budget, prevention, healthcare, medical research, Dementia Prevention and Research Institute, licensing, reciprocity, regulation, Texas Department of Licensing and Regulation, interstate agreements, tax exemption, intellectual disability

Transcript Highlights:

• DIR is California's primary labor and workplace safety agency, established in 1927.
• DIR is California's primary labor and workplace safety agency, established in 1927.
• This unit is responsible for investigating the most serious workplace incidents, including fatalities
• And that is the sort of responsibility of this entity.
• outside of the workplace.

Summary: The subcommittee heard a series of budget and trailer bill presentations focused on labor and public employment programs. The first item covered EDD Next modernization, where EDD described progress on customer service improvements, fraud prevention, language access, and the Integrated Claims Management System. The LAO urged stronger legislative oversight as the project enters its most difficult phase, and members questioned the revised schedule, total cost, change orders, stress testing, SB 1090 implementation, and how race and ethnicity data will be protected. EDD said the overall project cost remains about $1.2 billion, that the work is being phased with disability insurance and paid family leave first, and that fraud has been greatly reduced since pandemic-era programs ended. Members also asked for follow-up information on SB 590 outreach and equity impacts. The committee then reviewed the California Workforce Development Board’s request to reduce staffing as one-time grant workloads wind down, along with trailer bill language to streamline reporting requirements. The board and Department of Finance said the staffing reductions reflect the end of surge funding and that the proposal would consolidate roughly 10 to 12 reports into one annual report, with additional reporting only if new funds are appropriated for certain programs. Senator Durazo questioned the policy direction of reducing workforce staffing, while the administration said the positions were tied to temporary grant programs and that current staffing is sufficient for ongoing duties. Members also asked about the board’s role in AI-related workforce planning and the rationale for using state funds for the High Road Construction Careers Program. A major portion of the hearing focused on the Subsequent Injury Benefits Trust Fund reforms and related staffing request at DIR. The administration and LAO described rapid growth in applications, backlog, and liabilities, saying the program’s eligibility has expanded beyond its original intent and that liabilities could reach about $30 billion by 2030 without reform. The trailer bill would tighten eligibility, apply the changes to open cases, and use the QME process and contemporaneous evidence to document preexisting disabilities. Members raised concerns about fairness to pending claimants, evaluator capacity, and the relationship to other SIBTF legislation, while the LAO said the proposal largely aligns with its prior recommendations. DIR also presented a request to eliminate vacant positions under a statewide vacancy sweep, which drew criticism from members who argued the cuts could weaken enforcement and backlog reduction efforts; the committee asked DIR to return with more detail on impacts and on its use of temporary-help authority. The final items addressed a request for additional Cal/OSHA investigative staff and a trailer bill to make permanent the revised Workers’ Compensation Appeals Board petition timeline. DIR said the BOI staffing would help investigate fatalities and serious injuries more quickly, while members emphasized the importance of family contact and timely investigations. For the WCAB item, the chair explained that the 2024 change to Labor Code section 5909, which starts the 60-day decision clock when a case is transmitted rather than when a petition is filed, has reduced pending cases and should be made permanent; the remaining backlog was reported at 460 cases, down from 637 before the change.

Transcript Highlights:

• frequently become missing in the workplace.
• It's about how we're integrating technology into our workplace.
• of what tools are used in the workplace.
• So I would say it was the consequence of workplace...
• SB 464 is a direct response to these inequities.

Committee: House Labor and Employment

Summary: The Assembly Labor and Employment Committee heard and advanced a series of labor, workplace, and pay equity bills. SB 703 on port trucking misclassification would require ports to collect and report data to help identify misclassified independent contractors; supporters said the bill would improve enforcement and protect workers, while trucking and retail groups said recent amendments addressed many concerns. The bill passed 5-0 and was re-referred to Transportation. The committee also approved a consent calendar including SB 275, SB 648, SB 355, and SB 693. Members then heard SB 294, the Workplace Know Your Rights Act, which would require the Labor Commissioner to create a template for employers to annually notify workers of labor and civil rights protections, with supporters arguing workers need clearer information amid federal uncertainty and opponents from the restaurant industry raising concerns. SB 7, dealing with automated decision-making systems in employment discipline and termination, would require notice and human review; labor groups supported it as a safeguard against biased or opaque algorithmic management, while employer groups objected to broad definitions and burdens on businesses. Both bills passed and were re-referred to Judiciary and Privacy and Consumer Protection, respectively. The committee also approved SB 238 on workplace AI/surveillance transparency, SB 442 on self-checkout staffing standards, and SB 464 on expanding public-sector pay data reporting tied to reparations and pay equity goals. Supporters of SB 238 emphasized transparency and privacy, while business and public-sector groups warned about security and administrative burdens; SB 442 drew support from labor and retail workers who said self-checkout reduces hours and increases safety risks, while grocers argued it would raise costs and reduce flexibility; SB 464 was backed as a way to better measure representation and pay gaps, though counties and local government groups said the bill needed narrowing to avoid covering county workers. Finally, SB 642 on equal pay reforms and a longer recovery period for wage claims passed 5-0 after labor advocates said it would help workers recover lost pay, while business groups opposed the 10-year lookback as too burdensome.

Transcript Highlights:

• Do you have a response to that? Yes. So, and it does tie in.
• The California Workplace Outreach Project, formerly known as the COVID-19 Workplace Outreach Project,
• safety, or workplace outreach.
• we are not going to stand up for safety in our workplace.
• So please, I know you don't have a response.

Transcript Highlights:

• Not only is this, of course, morally responsible, a safer workplace for our health care providers also
• workplace assaults.
• I've supported health care workers at the workplace, police stations, and court proceedings.
• I have been asking. workers at the workplace, police stations, and court proceedings.
• It requires in-house crisis response teams following violent incidents.

Summary: The House opened with the Pledge of Allegiance and adopted a Rules Committee resolution commending the National Alliance for Children’s Grief for Children’s Grief Awareness Day. It also concurred in several Senate petitions referred under suspension of Joint Rule 12, including proposals on manufactured home insurance costs, firefighting water supplies and a state cistern program, Medicare coverage for end-stage renal disease, and short-term rental building inspections. The chamber then took up several bills and local matters. It advanced and later enacted measures including a workplace violence prevention bill for health care employers, a bill amending use restrictions at Foxborough State Hospital, a bill authorizing disposal of certain Upton land, a sick leave bank for Amy Tangway, and local bills for Ipswich, Palmer, Wareham, North Carver Water District, Lowell easements, and Westford agricultural preservation restrictions. The House also adopted a resolution rescinding prior Massachusetts Article 5 Convention applications, with Rep. Peisch explaining that the measure would withdraw old state requests for a constitutional convention; the resolution passed 155-3. Much of the floor debate focused on House 4767, the workplace violence prevention bill. Supporters, including Reps. Lawn, Kane, and Fields, described frequent assaults and threats against health care workers, cited injury statistics, and said the bill would require facility-specific risk assessments, prevention plans, training, incident reporting, and paid leave for injured workers. An amendment narrowing language about covered workers was adopted, and the bill ultimately passed to be engrossed by roll call 158-0 before later final enactment. The House also heard a commemorative resolution recognizing the Iwagua, Taino, Lukyu, and Cario Tribal Nations and other Taino tribes and their heritage in the Commonwealth, with Leader González and other members speaking in support. Several final passage votes were taken by roll call or voice vote, with the bills and emergency preambles adopted and the House adjourning to meet the next day in informal session.

Transcript Highlights:

• Women have been brought into the workplace.
• It punishes them for trying to build fair workplaces.
• Why would you make a law to make trouble in the workplace? A successful workplace needs cohesion.
• Why would you make a law to make trouble in the workplace? A successful workplace needs cohesion.
• freedom and responsibility.

Summary: The subcommittee first took up HB 339, which would create liability for vaccine manufacturers that advertise in Florida and require them to stand behind their products if consumers are harmed. The sponsor argued the bill is meant to restore trust in vaccines, improve informed consent, and address inadequate federal vaccine-injury compensation systems; he said he was open to amendments and noted the bill was modeled on Texas law. Opponents, including a former vaccine-court official, a Florida Justice Reform Institute representative, and a physician, argued the bill is preempted by federal law, raises First Amendment concerns, is vague, and is unnecessary because existing federal compensation programs already provide a remedy. After an amendment delaying the effective date by three months was adopted, the committee heard extensive public testimony, mostly opposed, and then approved HB 339 as amended by a 12-4 vote. The committee then began HB 1001, a strike-all on official actions of local governments that would bar counties and municipalities from official DEI-related actions and spending, define DEI and related terms, add enforcement provisions, and include broad exceptions for holidays, observances, and certain content-neutral civic events. The sponsor said the measure is intended to curb what he described as divisive and wasteful DEI activity in local government while preserving compliance with anti-discrimination laws and other listed exceptions. Members questioned the lack of definitions for terms like “preferential treatment” and the bill’s possible effects on local festivals, language-access services, Pride events, memorials, and community programs; the sponsor said some concerns were addressed by exceptions and that he was open to further changes. Public testimony was overwhelmingly opposed, with speakers warning of overbreadth, preemption, frivolous lawsuits, harm to local autonomy, and impacts on marginalized communities, while supporters said the bill would restore neutrality, accountability, and merit-based governance. The amendment to HB 1001 was adopted, and the committee continued hearing testimony and debate on the bill as amended.

Transcript Highlights:

• And it wasn't non-responsive employers. It was non-responsive complainants.
• And it wasn't non-responsive employers. It was non-responsive complainants.
• It's 80% of the response.
• It's 80% of the response.
• I hope that's responsive.

Summary: The hearing focused on a state audit of Cal/OSHA titled “The Division of Occupational Safety and Health: Process Deficiencies and Staffing Shortages Limit Its Ability to Protect Workers.” Committee leaders and members described the audit as a response to serious workplace tragedies and argued that California’s strong worker protections are undermined when enforcement is inconsistent. Chair Ortega and others emphasized that the issue is not only staffing, but also structural problems in how complaints, inspections, citations, and penalties are handled. State Auditor Grant Parks testified that the audit found major weaknesses in Cal/OSHA’s operations during a five-year review period, including a 32% vacancy rate in 2023-24, heavy reliance on employer self-investigation letters for complaints, late inspections, incomplete case files, outdated policies, and weak documentation for fine calculations and reductions. He said Cal/OSHA often lacked evidence to justify why it did not inspect certain complaints or why it reduced penalties, and that many files did not show proof that employers corrected hazards. He also noted that criminal referrals were rare and that the agency’s paper-based system made oversight difficult. Cal/OSHA and the Department of Industrial Relations responded that they accept the audit’s findings and are already taking corrective steps. Director Jennifer Osborne and Chief Deborah Lee said the division has hired more staff, reduced vacancies to about 12% through recruitment and position eliminations, hired a policy writer, updated or is updating several policies, and is developing a new data management system expected to go live in late 2026 or early 2027. They said serious hazards will be directed to on-site inspections, letter investigations will be limited to non-serious complaints, and internal audits and training will be used to improve consistency and accountability. Members pressed the department on whether these changes will be enough, how fines are set and reduced, and whether the agency is doing enough to protect workers and hold employers accountable.

Transcript Highlights:

• Workplace surveillance is not a recent phenomenon, but today's workplace surveillance tools differ in
• As the Assembly member noted, workplace surveillance is not a new phenomenon.
• As the Assembly member noted, workplace surveillance is not a new phenomenon.
• They deserve a safe workplace, and we heard your aye vote on the bill. Thank you.
• It's the humanity in the workplace that we're trying to protect and maintain.

Committee: House Labor and Employment

Summary: The committee heard several labor-related bills, with testimony largely focused on workforce development, worker privacy, wage theft, and workplace safety. AB 296 would require schools and districts to host apprenticeship fairs at least once per year; supporters said it would expose students to skilled-trades careers, while school administrators opposed the mandate as too broad, especially for elementary schools and districts without local apprenticeship programs. AB 1221 and AB 1331 both sought to curb invasive workplace surveillance, with labor groups arguing that AI, biometric, and algorithmic monitoring can be discriminatory and chill worker rights, while business and industry groups warned the bills were too broad and could interfere with security, cybersecurity, and ordinary workplace operations. AB 1181 would require firefighter turnout gear to be free of cancer-causing chemicals, and AB 1198 would require prevailing wage rates on public works to reflect the wage in effect when work is performed; both drew support from labor and construction witnesses, while local governments and other stakeholders raised cost and implementation concerns. AB 1251 would require private employers to disclose whether a job posting is for an actual vacancy, and AB 692 would prohibit employer debt agreements that require workers to repay training or other costs if they leave employment; both bills were supported by worker advocates and opposed by employer groups who said the measures were overly broad or unnecessary under existing law. The committee also heard AB 552, AB 1110, AB 1136, and AB 1234, which respectively would allow the Agricultural Labor Relations Board to locate its main office outside Sacramento, update Cal/OSHA poster information, expand high road training partnership eligibility, and strengthen the wage claim process by encouraging employer participation and allowing judgments when employers fail to respond. Several bills were voted out on due-pass motions, including AB 1198, AB 1251, AB 1221, AB 1331, AB 552, AB 1110, AB 1136, and AB 692; AB 1181 was approved by the committee but remained on call, and AB 296 was heard in subcommittee without a vote. AB 963 was pulled by the author.

Transcript Highlights:

• However, we want to be fiscally responsible and not overcommitted.
• That is the sort of responsibility of this entity.
• rights are, both inside and outside of the workplace.
• of the workplace.
• To protect the workers, also to protect the workplace businesses.

Transcript Highlights:

• At CHIRLA, we operate the LA Rapid Response Network.
• Workplace surveillance is not a recent phenomenon, but today's workplace surveillance tools differ in
• They create a dystopian and invasive workplace.
• They create a dystopian and invasive workplace.
• We know this education extends far beyond the workplace.

Summary: The committee heard a series of bills focused largely on labor, education, workforce, and public employment issues. AB 65 would provide public school employees up to 14 weeks of leave with full benefits for pregnancy and pregnancy-related health issues; supporters said current rules force educators to exhaust sick leave and suffer long-term retirement penalties, while the bill’s author noted it mirrors budget trailer language. AB 1818 would change HEERA procedures for CSU bargaining by shifting certain renegotiation disputes to PERB; Teamsters and other labor groups supported it as a way to stop CSU from unilaterally refusing agreed raises, while CSU moved from opposed to neutral after amendments. AB 1940 would explicitly reference menopause, perimenopause, and postmenopause in workplace protections; supporters said it would clarify rights and improve awareness, while business opposition argued existing reasonable-accommodation law already covers these issues and warned of expanded liability. AB 1534 would add guardrails for new short-term Workforce Pell programs, including tuition caps, limits on income-share agreements, and transparency around partnerships with unaccredited entities; the author later said the bill would be amended to include private institutions. AB 1896 would bar people who participated in immigration enforcement from holding California public jobs during a specified period; supporters framed it as a public-trust measure, while police and public-safety groups opposed categorical exclusion and urged a more individualized vetting approach. AB 2300 would streamline distribution of WIOA workforce funds and reduce delays in local workforce board contracting, with supporters emphasizing faster service delivery and no reduction in accountability. AB 2223 would require CDCR to report standardized data on contracted medical and mental health staffing, vacancies, and costs, following an audit that found heavy reliance on contractors and poor transparency. AB 2483 would create a pathway and certification for formerly incarcerated firefighters to move into firefighting careers after release, with strong support from the author and witnesses who described the work as a real career path and reentry opportunity. AB 2142 would require temporary classified school employees working more than 75% of the school year to receive permanent-employee benefits and protections; school administrators and community college groups opposed it as too rigid for grant-funded and fluctuating positions. AB 2367 would require quarterly reporting from state-run health care facilities on vacancies, overtime, registry/contract staffing, and missed staffing minimums, building on state auditor recommendations; health care workers supported it as a transparency and accountability measure. Several measures were voted out of committee or placed on call. AB 1818, AB 1534, AB 2300, AB 2483, and AB 2223 all received do-pass votes to the Senate Appropriations Committee, though each was placed on call after roll call. AB 65 and AB 1940 also advanced on do-pass motions but were placed on call. AB 2142 received a do-pass vote with opposition and was placed on call. S.J.R. 15, a resolution urging Congress to protect California employers from higher federal unemployment taxes tied to the state’s UI debt, drew divided testimony: business groups supported it, while labor and some members argued California should solve the problem itself and keep the unemployment system solvent; the resolution was also placed on call. The transcript also included committee discussion about working with authors on amendments, especially for AB 1940 and AB 1534, and several members noted support or co-authorship while raising concerns about implementation details and fiscal impacts.

Transcript Highlights:

• Workplace surveillance is not a recent phenomenon, but today's workplace surveillance tools differ in
• As the Assembly member noted, workplace surveillance is not a new phenomenon.
• As the Assembly member noted, workplace surveillance is not a new phenomenon.
• They deserve a safe workplace, and we heard your aye vote on the bill. Thank you.
• It's the humanity in the workplace that we're trying to protect and maintain.

Summary: The committee heard a series of labor-related bills, with most measures focused on worker training, privacy, wages, and safety. AB 296 would require schools or districts to host apprenticeship fairs at least once a year, with flexibility on how they are run and whether programs outside the county can participate. Supporters said it would help connect students to skilled trades and address workforce shortages; school administrators opposed the bill as an unfunded mandate that could be impractical for elementary schools. The bill was later moved on call, with the committee noting it could not vote until quorum was established. AB 1221 and AB 1331 both addressed workplace surveillance. AB 1221 would restrict invasive monitoring tools, require notice to workers, limit the use and sharing of worker data, and require human review before discipline based on surveillance outputs. Labor groups supported the bill as a response to AI-driven monitoring, while business groups raised concerns about broad definitions, security cameras, investigations, and data-access provisions. AB 1331 focused more narrowly on privacy in off-duty and private spaces, limiting surveillance in places like restrooms, break areas, vehicles, and homes; hospitals and business groups opposed it as too broad and potentially disruptive to safety, cybersecurity, and facility monitoring. Both bills were advanced by committee vote. The committee also heard AB 1181, which would require firefighter turnout gear to be free of cancer-causing chemicals such as PFAS by 2027, and AB 1198, which would require prevailing wage rates on public works to reflect the wage in effect when the work is performed rather than when the project was first advertised. Firefighter representatives strongly supported AB 1181, while the chemical industry asked to continue working on scope and timelines. AB 1198 drew support from labor and contractor groups but opposition from local governments and housing groups concerned about mid-project cost increases; it was passed to Appropriations after a roll-call vote. Other measures approved included AB 1235 on skilled-and-trained workers for CSU construction, AB 1251 on ghost job postings, AB 552 on locating the Agricultural Labor Relations Board office outside Sacramento, AB 1110 on updating Cal/OSHA workplace posters, AB 1136 on expanding high road training partnerships, and AB 1234 on wage claim enforcement. AB 692, which would ban employer debt agreements that require workers to repay training or other costs if they leave a job, drew strong support from nurses and labor advocates and opposition from business and health care groups; it was also passed on a roll-call vote.

Transcript Highlights:

• When everyone knows the rules, we have a safer, fairer workplace. Please.
• that has all too frequently become missing in the workplace.
• It's about how we're integrating technology into our workplace.
• of what tools are used in the workplace.
• SB 464 is a direct response to these inequities.

Summary: The Assembly Labor and Employment Committee heard several bills focused on worker rights, workplace technology, pay equity, and retail/self-checkout standards. SB 703 would require ports to collect and report information on trucking companies to help identify worker misclassification in the port trucking industry; supporters, including Teamsters and the California Labor Federation, said better data is needed for enforcement, while trucking and retail groups said they were working with the author and expected to remove opposition after amendments. The bill passed 5-0 and was re-referred to Transportation. The committee also approved a consent calendar of other measures. SB 294, the Workplace Know Your Rights Act, would require the Labor Commissioner to create a template for annual employer notices about workers’ labor and civil rights, including emergency contact notification if a worker is detained or arrested. Supporters said the bill would help workers understand their rights amid federal rollbacks and weak enforcement; the California Restaurant Association opposed it. SB 7 would require notice and human review before employers use automated decision-making systems for discipline or termination, and would bar predictive use of such systems for employment actions. Labor groups supported the bill as a safeguard against biased or opaque algorithmic management, while HR, chamber, retail, and local government groups raised concerns about breadth, notice burdens, and small-business impacts. Both bills passed 5-0 to their next committees. The committee also advanced SB 238, which would require disclosure about workplace surveillance and AI monitoring tools, and SB 442, which sets staffing and operational standards for self-checkout, including at least one staffed lane, one employee dedicated to monitoring self-checkout, item restrictions, and a 15-item limit sign. Supporters argued both bills improve transparency, safety, and worker protections; opponents warned SB 238 could expose security practices and SB 442 could raise costs and create preemption issues. SB 464 would expand state pay-data reporting to better capture public-sector workforce demographics in line with reparations and pay-equity goals, and SB 642 would strengthen the Equal Pay Act by extending recovery periods, clarifying wage definitions, and updating pay-scale language. SB 464 and SB 642 also passed, with some opposition from county and business groups over scope and retroactivity. All measures taken up in the hearing were approved by committee, generally on 5-0 votes, and re-referred to the appropriate policy or fiscal committees.

Transcript Highlights:

• </c> way it is used and improve workplaces way it is used and improve workplaces rather<00:09:20.519>
• </c><00:14:58.000><c> but</c> ask a prompt and then get a response but ask a prompt and then get a response
• </c> is a a very appropriate policy response is a a very appropriate policy response to to to regulating
• I hope you'll consider their views as you consider appropriate policy responses to new workplace technologies
• </c><01:11:58.840><c> I</c> experiencing AI am in their workplaces I experiencing AI am in their workplaces

Committee: Senate Labor

Transcript Highlights:

• And it wasn't non-responsive employers; it was non-responsive complainants.
• It's 80% of the response.
• It's 80% of the response.
• I hope that's responsive.
• It's all of our responsibility.

Summary: The hearing focused on a state audit of Cal/OSHA titled “The Division of Occupational Safety and Health: Process Deficiencies and Staffing Shortages Limit Its Ability to Protect Workers.” Committee leaders and the audit team described serious workplace tragedies, argued that California’s worker protections are not being adequately enforced, and said the audit was prompted by concerns that Cal/OSHA was too often relying on letters instead of inspections, delaying investigations, and closing cases without enough documentation. Members repeatedly emphasized that the issue was not just staffing, but also outdated policies, weak oversight, and inconsistent enforcement. State Auditor Grant Parks said the audit found a 32% vacancy rate in 2023-24, heavy reliance on hard-copy files, outdated or unclear policies, and inconsistent decision-making in complaints, accidents, citations, and fine reductions. He said Cal/OSHA conducted on-site inspections in only about 20% of complaints, used letter investigations more than 80% of the time, often lacked evidence that hazards were corrected, and sometimes failed to inspect serious injury cases on time. The audit also found weak documentation for fine calculations and settlement reductions, with some penalties reduced substantially without clear explanations. Parks said the agency had accepted the findings and would provide progress updates later in the year. Committee members pressed the auditor on vacancy rates, the use of letter investigations, the low rate of criminal referrals, and whether fines were being reduced too often. Cal/OSHA and DIR officials responded that the vacancy rate had fallen to 12% partly because 66 vacant positions were eliminated in a statewide budget reduction and partly because of hiring; they said 126 people had been hired in the first half of the year. They also said they had hired a policy writer, were updating several policies, were planning periodic internal audits, and were developing a new data management system expected to go live in late 2026 or early 2027. On fines, officials said Title 8 sets base penalties and allows adjustments based on factors like employer size, history, and good faith, with appeals and informal conferences also affecting final amounts. No votes or formal actions were taken during the hearing.

Transcript Highlights:

• We will be fiscally responsible.
• There are enormous dangers and responsibilities for our community.
• If a response to that. Thank you.
• the workplace safety environment.
• So, Criminal enforcement will change workplace safety cases.

Summary: The committee heard several bills focused on public safety, labor enforcement, pensions, and workplace safety. AB 1054 would create a voluntary DROP-style retirement option for CHP officers and Cal Fire firefighters to help retain experienced personnel; supporters said it would be cost-neutral and help staffing, while an opponent warned it could affect bond ratings and create pension risk. The bill passed the committee 4-0 and was sent to Appropriations. AB 2129, which would improve Cal Fire compensation to aid recruitment and retention, also passed 4-0 to Appropriations with support from firefighters and no opposition. AB 1383, a broader PEPRA-related measure lowering retirement age and adjusting compensation caps for public safety workers, drew extensive support from firefighters and peace officers and strong opposition from cities, counties, and other local government groups over long-term pension costs; after debate over fiscal impacts, it passed 4-0 to Appropriations. The committee also considered AB 605 on refinery safe staffing during shutdowns, prompted by layoffs and reduced staffing at refineries such as Phillips 66 Wilmington. Supporters argued the bill would protect workers and nearby communities during refinery wind-downs, while petroleum and business groups said closures are not inevitable and opposed the bill’s premise. The bill passed 3-0 to Environmental Quality. AB 1859 would let joint labor-management committees access public works sites to help detect wage theft and safety violations; construction labor supporters backed it as an enforcement tool, while laborers, local governments, and builders raised concerns about duplication, property access, and project disruption. It passed 2-0 to Judiciary, on call. The committee then heard AB 2321, a pilot program allowing county district attorneys in Alameda and Santa Clara to investigate workplace deaths, which supporters said would address Cal/OSHA’s backlog and weak enforcement; employers and safety practitioners opposed it, citing expertise, due process, and overlapping investigations. It passed 2-0 to Appropriations, on call. Finally, AB 2575 began testimony on healthcare AI guardrails, with the author and nurses arguing that AI should support, not replace, clinical judgment and that patient safety requires human oversight.

Transcript Highlights:

• </c><00:01:44.400><c> require</c> areas, and similar workplaces require areas, and similar workplaces
• In fact, a in workplace standards.
• Providing a sense in the workplace.
• </c> of prolonged standing in the workplace. of prolonged standing in the workplace.
• </c> jurisdiction of the Safe Workplaces Act. jurisdiction of the Safe Workplaces Act.

Committee: Senate Labor

Transcript Highlights:

• Thank you for hearing Senate Bill 948, the Workplace Employees Boundaries Act, or the WEB Act.
• See, that's not an assignment where someone's going to have work responsibilities out of work.
• Because to be at a workplace should not be a 24-7 adventure.
• If it was and, if it was access and respond, then it would be the response.
• Stable workplaces lead to better outcomes for workers and residents alike.

Committee: Senate Labor

Summary: The Senate Committee on Labor met with a quorum, adopted the June 4 minutes, and then took up Senate Bill 948, the Workplace Employees Boundaries Act (WEB Act), after adopting an S-1 substitute by a 4-1 vote. Senator Geis presented the bill as a Michigan “right to disconnect” measure that would generally bar employers from requiring employees to access or respond to work communications outside usual work hours, allow employees to set availability hours, prohibit retaliation, direct LEO to write rules, and provide complaint and enforcement procedures with exceptions for emergencies and existing collective bargaining agreements. In questioning, Senator Albert raised concerns about how the bill would apply in small businesses and practical situations like staffing calls, school notifications, and emergency-like circumstances; Geis said the bill was meant to protect non-work time while preserving emergency carve-outs and informational messages. NFIB’s Amanda Fisher opposed the bill, arguing it was too broad, difficult to define across industries and schedules, potentially duplicative of existing wage-and-hour law, and likely to create confusion and reduce flexibility, especially for small employers. The committee then shifted to testimony on health care workforce and labor disputes. Nurses from Teamsters Local 332 described a 291-day strike at Henry Ford/Genesis over safe staffing, return-to-work terms, and alleged union-busting, saying the hospital’s staffing levels and use of replacement workers threatened patient safety and could displace experienced specialty nurses. Michigan Nurses Association president Aaron McCormick and Marquette RN union president Christina Hanson said Michigan’s problem is not a shortage of licensed nurses but of nurses willing to stay in overworked, hostile workplaces; they cited retaliation, slow grievance/arbitration processes, hospital consolidation, rural OB closures, and unsafe staffing ratios as drivers of burnout and departures. They urged stronger protections and faster dispute resolution, especially given the limited effectiveness of the NLRB and delays in labor processes. Additional testimony came from UAW Local 4911’s Kim Wheeler, who said UMH Sparrow was outsourcing two low-paid support groups—patient transport/housekeeping and food and nutrition—despite their importance to hospital operations and despite a recently ratified contract, and asked for transparency and limits on corporate outsourcing. Don Hill of SEIU Health Care Michigan described chronic understaffing in nursing homes, mandatory overtime, burnout, retaliation fears, and the need for enforceable patient-to-staff ratios and stronger wage support; he also noted that home care workers are negotiating first contracts after restored bargaining rights. The committee took no vote on SB 948 beyond adopting the substitute, heard extensive testimony, and adjourned without further business.

Transcript Highlights:

• This is an act relative to sexual harassment and workplace training. Mr.
• But like you guys know, the direct care workforce is responsible for more than health care.
• They're also responsible for transport to social events.
• Workplaces and employers don't have to invest in cumbersome and expensive trainings.
• It was among the first to address workplace discrimination.

Committee: Joint Joint Committee on Labor and Workforce Development

Summary: The Joint Committee on Labor and Workforce Development held a hybrid public hearing with testimony on a wide range of labor, workforce, unemployment insurance, apprenticeship, disability services, farm labor, hospital staffing, and workplace harassment bills. Chairs Jake Oliveira and Paul McMurtry outlined hearing procedures, limited testimony to two minutes, and noted written testimony would be accepted after the hearing. Committee members and staff were introduced throughout the session as witnesses arrived in person or remotely. A major portion of the hearing focused on unemployment insurance legislation. Greater Boston Legal Services, the AFL-CIO, and Rep. Joan Meschino supported bills to adjust UI eligibility for workers with fluctuating schedules and to streamline waivers and write-offs for non-fault overpayments, arguing the current system unfairly denies benefits or burdens workers who were not at fault. They also backed bills calling for more oversight and resources for the Division of Unemployment Assistance, citing persistent delays in benefit payments. NFIB opposed the UI changes, warning that the trust fund is headed toward insolvency and arguing the bills would worsen the system’s finances. Rep. Meschino and committee members emphasized that the proposals were meant to protect good-faith claimants and did not apply to fraud. Another large set of bills addressed wages, workforce development, and working conditions. Testimony supported raising and modernizing direct care wages to address severe staffing shortages in human services and disability services, with advocates from the Massachusetts Developmental Disability Council, The Arc of Massachusetts, parents of adults with disabilities, and a direct care worker describing how low pay and turnover harm people needing support. The committee also heard support for apprenticeship-related bills from the AFL-CIO and the Carpenters, while Associated Builders and Contractors opposed mandatory apprenticeship ratios and urged changes to align them with licensing laws. Farm worker advocates supported a bill to raise farm labor standards, including minimum wage, paid breaks, and paid time off, while the Farm Bureau opposed parts of it beyond the minimum wage increase. The hearing also featured testimony on workplace harassment training, overtime protections, hospital mandatory overtime, suicide prevention signage on construction sites, and a proposal to update the Massachusetts Medical Society’s mission language from “citizens” to “people.” Labor groups, educators, and compliance trainers strongly supported mandatory annual sexual harassment training, saying it would improve workplace culture and reduce harm. SEIU 1199 supported extending the hospital nurse mandatory overtime ban to the broader hospital workforce. Witnesses on the suicide prevention bill described personal losses in construction and recovery work and urged posting 988 information on job sites. The committee took no votes during the hearing; witnesses repeatedly asked for favorable reports, and members asked follow-up questions on UI calculations, apprenticeship ratios, small-business impacts, and emergency exceptions for hospital staffing.

Transcript Highlights:

• The Labor and Workplace Standards Committee meeting for today, Friday, January 16th.
• So this will strengthen labor relations, improve communication, and support stable workplaces across
• So this will strengthen labor relations, improve communication, and support stable workplaces across
• Workplace raids are not designed to find violent criminals.
• Immigration and Customs Enforcement in the workplace.

Summary: The committee first took up House Bill 2091, a collective bargaining measure that would require state agencies and other employers covered by the Personnel System Reform Act to provide unions with employee contact and job information similar to what other public employers already must share. The sponsor and union witnesses said the bill would close a gap left by prior legislation and improve communication with represented employees; no one testified in opposition during the hearing portion shown. Action on the bill was deferred. The committee then moved to House Bill 2264, which would allow workers who voluntarily participate in an employer-initiated layoff or reduction-in-force plan to qualify for unemployment insurance if the separation results from that plan. The sponsor and a member described it as a narrow fix to clarify eligibility and reduce disputes. After brief supportive testimony, the committee voted 9-0 to report the bill out with a due pass recommendation. A lengthy hearing followed on House Bill 2218, a workers’ compensation bill that would expand provider choice, require notice to injured workers of their right to choose a provider, limit employer steering, speed utilization review, allow more flexibility from treatment guidelines, and change rules for reopening or continuing treatment on certain claims. Supporters, including injured workers, unions, attorneys, firefighters, and a psychiatrist, argued the current system delays care and over-relies on rigid guidelines; opponents from business groups and the Department of Labor and Industries said the bill would weaken evidence-based standards, raise costs, and create uncertainty. No final action was taken in the portion shown. The committee also heard House Bill 2105, as a proposed substitute, which would require employers to notify workers after an ICE Form I-9 inspection notice or results, limit voluntary access to certain records without a subpoena or warrant, require workplace postings, and create enforcement by the Attorney General and private lawsuits. Supporters said the bill would provide due process, transparency, and protection for immigrant workers; opponents, especially small business and agricultural groups, warned of conflicts with federal law, burdensome notice requirements, and severe penalties. The hearing continued with additional testimony, and no vote was taken in the excerpt provided.