SB 700 – Prohibition on Employment Discrimination for Cannabis Use Prohibits employers from asking job applicants about their cannabis use history. (NOTE: AB 2188, enacted in 2022 and effective on January 1, 2024, makes employment-related discrimination unlawful for cannabis use outside of the workplace and off the job.) UCON successfully worked to ensure our industry exemption to drug testing wasn’t removed. However, the new prohibition on asking applicants about cannabis use history applies to all employers, including for applicants in the construction trades.
SB 553 – Workplace Violence Prevention This law, the first of its type in the nation, establishes new standards for workplace violence prevention. It applies to all California employers, except for the healthcare sector, and employers will need to review and address these new requirements. SB 553 will require employers to develop their own workplace violence prevention plans (WVPPs) as part of their Cal/OSHA Injury and Illness Prevention Plans. Employees must be informed of these plans and prepare accordingly. Businesses must begin complying with the law on July 1, 2024. See the article on page 16 for more details, and download the template WVPP from UCON as a starting point.
Concrete When You Need It!
Are Any COVID-19 Laws Still in Effect? •
The Cal/OSHA COVID-19 Prevention Non-Emergency Regulations will remain in effect until February 3, 2025, although the recordkeeping subsections will remain in effect for an additional year.
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Requirements for COVID-19 Exposure Notice (AB 2693) sunset at the end of 2023, unless otherwise contained in the above-referenced Cal/OSHA regulations.
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COVID-19 Workers Compensation Compensability (SB 1159 & AB 1751) sunsets at the end of 2023.
Questions? Email LaborTeam@unitedcontractors.org
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DECEMBER 2023
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