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		<ns0:Id>20250AB__113694ENR</ns0:Id>
		<ns0:VersionNum>94</ns0:VersionNum>
		<ns0:History>
			<ns0:Action>
				<ns0:ActionText>INTRODUCED</ns0:ActionText>
				<ns0:ActionDate>2025-02-20</ns0:ActionDate>
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				<ns0:ActionText>AMENDED_SENATE</ns0:ActionText>
				<ns0:ActionDate>2025-06-23</ns0:ActionDate>
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				<ns0:ActionText>AMENDED_SENATE</ns0:ActionText>
				<ns0:ActionDate>2025-06-30</ns0:ActionDate>
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			<ns0:Action>
				<ns0:ActionText>AMENDED_SENATE</ns0:ActionText>
				<ns0:ActionDate>2025-07-17</ns0:ActionDate>
			</ns0:Action>
			<ns0:Action>
				<ns0:ActionText>AMENDED_SENATE</ns0:ActionText>
				<ns0:ActionDate>2025-08-19</ns0:ActionDate>
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			<ns0:Action>
				<ns0:ActionText>PASSED_ASSEMBLY</ns0:ActionText>
				<ns0:ActionDate>2025-09-11</ns0:ActionDate>
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			<ns0:Action>
				<ns0:ActionText>PASSED_SENATE</ns0:ActionText>
				<ns0:ActionDate>2025-09-04</ns0:ActionDate>
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			<ns0:Action>
				<ns0:ActionText>ENROLLED</ns0:ActionText>
				<ns0:ActionDate>2025-09-15</ns0:ActionDate>
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		<ns0:LegislativeInfo>
			<ns0:SessionYear>2025</ns0:SessionYear>
			<ns0:SessionNum>0</ns0:SessionNum>
			<ns0:MeasureType>AB</ns0:MeasureType>
			<ns0:MeasureNum>1136</ns0:MeasureNum>
			<ns0:MeasureState>ENR</ns0:MeasureState>
		</ns0:LegislativeInfo>
		<ns0:AuthorText authorType="LEAD_AUTHOR">Introduced by Assembly Member Ortega</ns0:AuthorText>
		<ns0:AuthorText authorType="PRINCIPAL_COAUTHOR_ORIGINATING">(Principal coauthor: Assembly Member Gipson)</ns0:AuthorText>
		<ns0:AuthorText authorType="PRINCIPAL_COAUTHOR_OPPOSITE">(Principal coauthor: Senator Durazo)</ns0:AuthorText>
		<ns0:AuthorText authorType="COAUTHOR_OPPOSITE">(Coauthors: Senators Becker, Caballero, and Gonzalez)</ns0:AuthorText>
		<ns0:Authors>
			<ns0:Legislator>
				<ns0:Contribution>LEAD_AUTHOR</ns0:Contribution>
				<ns0:House>ASSEMBLY</ns0:House>
				<ns0:Name>Ortega</ns0:Name>
			</ns0:Legislator>
			<ns0:Legislator>
				<ns0:Contribution>PRINCIPAL_COAUTHOR</ns0:Contribution>
				<ns0:House>ASSEMBLY</ns0:House>
				<ns0:Name>Gipson</ns0:Name>
			</ns0:Legislator>
			<ns0:Legislator>
				<ns0:Contribution>PRINCIPAL_COAUTHOR</ns0:Contribution>
				<ns0:House>SENATE</ns0:House>
				<ns0:Name>Durazo</ns0:Name>
			</ns0:Legislator>
			<ns0:Legislator>
				<ns0:Contribution>COAUTHOR</ns0:Contribution>
				<ns0:House>SENATE</ns0:House>
				<ns0:Name>Becker</ns0:Name>
			</ns0:Legislator>
			<ns0:Legislator>
				<ns0:Contribution>COAUTHOR</ns0:Contribution>
				<ns0:House>SENATE</ns0:House>
				<ns0:Name>Caballero</ns0:Name>
			</ns0:Legislator>
			<ns0:Legislator>
				<ns0:Contribution>COAUTHOR</ns0:Contribution>
				<ns0:House>SENATE</ns0:House>
				<ns0:Name>Gonzalez</ns0:Name>
			</ns0:Legislator>
		</ns0:Authors>
		<ns0:Title>An act to add and repeal Chapter 3.3 (commencing with Section 1019.6) of Part 3 of Division 2 of the Labor Code, relating to employment. </ns0:Title>
		<ns0:RelatingClause>employment</ns0:RelatingClause>
		<ns0:GeneralSubject>
			<ns0:Subject>Employment: immigration and work authorization.</ns0:Subject>
		</ns0:GeneralSubject>
		<ns0:DigestText>
			<html:p>Existing law, the California Fair Employment and Housing Act, prohibits various forms of employment and housing discrimination, including various types of discrimination because of national origin. Existing law empowers the Civil Rights Department to investigate and prosecute complaints alleging unlawful practices.</html:p>
			<html:p>Existing labor law also prohibits an employer or other person or entity from engaging in, or to directing another person or entity to engage in, unfair immigration-related practices against a person for exercising specified rights. Existing law defines unfair immigration-related practices for these purposes. Existing law additionally makes it unlawful for an employer to request more or different immigration documents than are required under federal law, to refuse to honor documents tendered that reasonably appear to be genuine, and
			 to take other related actions concerning employee work authorization documents. Existing law authorizes an applicant for employment or an employee who is subject to an unlawful act that is prohibited by these provisions, or a representative of that applicant for employment or employee, to file a complaint with the Division of Labor Standards Enforcement. Existing law establishes specified civil penalties for a violation of these provisions.</html:p>
			<html:p>This bill would require each employee, upon request, to be released by their employer for up to 5 unpaid working days within a 12-month period in order to attend appointments, interviews, adjudications, legal proceedings, detainment, or any other meeting at which the employee’s presence is required concerning the employee’s immigration status, work authorization, visa status, or any other immigration-related
			 matter, as specified. The bill would also require a postintroductory employee, as defined, whose employment has been terminated due to an inability to provide documentation of proper work authorization, to be immediately reinstated to their former classification without loss in seniority, subject to producing proper work authorization, except as provided. The bill would also require an employer, if the employee demonstrates a need for additional
			 time, to rehire the employee into the next available opening in the employee’s former classification, as a new hire without retaining seniority, subject to the employee providing proper work authorization and meeting certain other conditions.</html:p>
			<html:p>This bill would require an employer that is notified that an employee has been detained or incarcerated as a result of pending immigration or deportation proceedings, to place the employee on an unpaid leave of absence for a period pending the employee’s release from detainment or incarceration and not to exceed 12 months. If the employee is released and provides appropriate work authorization documentation within the period of the authorized unpaid leave of absence, the bill would
			 require the employer to return the employee to their former job classification without loss of seniority, except as specified.</html:p>
			<html:p> This bill would apply the above requirements to a public or private employer, but would exempt a public or private employer with 25 or fewer employees.</html:p>
			<html:p>The bill would prohibit each public or private employer from disciplining, discharging, or discriminating against an employee because of
			 national origin or immigration status, or solely because the employee is subject to immigration or deportation proceedings, except as required to comply with the law. The bill would prohibit an employee subject to immigration or deportation proceedings from being discharged solely because of those proceedings, so long as the employee is authorized to work in the United States.</html:p>
			<html:p> This bill would provide that its provisions do not invalidate a collective bargaining agreement or a memorandum of understanding that contains a provision addressing rehire or reinstatement rights or leave rights regarding employees who are subject to immigration proceedings, nor does it supersede the seniority provisions of a collective bargaining agreement or a memorandum of understanding. The bill
			 would
			 require the Labor Commissioner to enforce the bill’s
			 provisions.</html:p>
			<html:p>This bill would make these provisions inoperative on July 1, 2029, and would repeal them on January 1, 2030.</html:p>
		</ns0:DigestText>
		<ns0:DigestKey>
			<ns0:VoteRequired>MAJORITY</ns0:VoteRequired>
			<ns0:Appropriation>NO</ns0:Appropriation>
			<ns0:FiscalCommittee>YES</ns0:FiscalCommittee>
			<ns0:LocalProgram>NO</ns0:LocalProgram>
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			<ns0:ImmediateEffect>NO</ns0:ImmediateEffect>
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				<ns0:Urgency>NO</ns0:Urgency>
				<ns0:TaxLevy>NO</ns0:TaxLevy>
				<ns0:Election>NO</ns0:Election>
				<ns0:UsualCurrentExpenses>NO</ns0:UsualCurrentExpenses>
				<ns0:BudgetBill>NO</ns0:BudgetBill>
				<ns0:Prop25TrailerBill>NO</ns0:Prop25TrailerBill>
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	</ns0:Description>
	<ns0:Bill id="bill">
		<ns0:Preamble>The people of the State of California do enact as follows:</ns0:Preamble>
		<ns0:BillSection id="id_70D581B9-AAC0-4DE8-8FDD-BE139FC1A9B9">
			<ns0:Num>SECTION 1.</ns0:Num>
			<ns0:ActionLine action="IS_ADDED" ns3:href="urn:caml:codes:LAB:caml#xpointer(%2Fcaml%3ALawDoc%2Fcaml%3ACode%2Fcaml%3ALawHeading%5B%40type%3D'DIVISION'%20and%20caml%3ANum%3D'2.'%5D%2Fcaml%3ALawHeading%5B%40type%3D'PART'%20and%20caml%3ANum%3D'3.'%5D%2Fcaml%3ALawHeading%5B%40type%3D'CHAPTER'%20and%20caml%3ANum%3D'3.3.'%5D)" ns3:label="fractionType: LAW_SPREAD||commencingWith: 1019.6" ns3:type="locator">
				Chapter 3.3 (commencing with Section 1019.6) is added to Part 3 of Division 2 of the 
				<ns0:DocName>Labor Code</ns0:DocName>
				, to read:
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			<ns0:Fragment>
				<ns0:LawHeading id="id_9A7E05CB-DDB1-430E-9C87-29233FB9B6A1" type="CHAPTER">
					<ns0:Num>3.3.</ns0:Num>
					<ns0:LawHeadingVersion id="id_4F60E862-8389-41FF-97A6-CBFEB8BFD703">
						<ns0:LawHeadingText>Employment-Related Practices: Work Authorization</ns0:LawHeadingText>
					</ns0:LawHeadingVersion>
					<ns0:LawSection id="id_8ABA0A7C-580C-4799-A8A9-F3286A065953">
						<ns0:Num>1019.6.</ns0:Num>
						<ns0:LawSectionVersion id="id_79FAEE9A-B40A-43D2-8405-0D44180C6B02">
							<ns0:Content>
								<html:p>
									(a)
									<html:span class="EnSpace"/>
									(1)
									<html:span class="EnSpace"/>
									Upon request, each employee shall be released by their employer for up to five unpaid working days within a 12-month period, which may be either consecutive or nonconsecutive working days, in order to attend appointments, interviews, adjudications, legal proceedings, detainment, or any other meeting at which the employee’s presence is required concerning the employee’s immigration status, work authorization, visa status, or any other
						  immigration-related matter.
								</html:p>
								<html:p>
									(2)
									<html:span class="EnSpace"/>
									An employer may require an employee to use earned, unused vacation or paid time off leave before the employee uses the benefit described in paragraph (1).
								</html:p>
								<html:p>
									(b)
									<html:span class="EnSpace"/>
									<html:b/>
									(1)
									<html:span class="EnSpace"/>
									A postintroductory employee whose employment has been terminated due to an inability to provide documentation of proper work authorization shall be immediately reinstated to their former classification without loss of prior seniority provided the employee produces proper work authorization within 12 months of the date of termination. An employee shall not accrue vacation or other benefits based upon particular employment plan policies during those absences. If there is no position
						  in the employee’s former job classification available at the time the employee produces proper work authorization, an employer shall offer the employee in writing all job positions that thereafter become available within 12 months of the date of termination for which the employee is
						  qualified. If more than one employee is entitled to preference for a position, the employer shall offer the position to the terminated employee with the greatest length of service based on the employee’s date of hire. The employee shall receive their prior pay rate and seniority. If the employee communicates to the employer that they are no longer interested in working for that employer, the employer is not obligated to offer any further job positions that become available.
								</html:p>
								<html:p>
									(2)
									<html:span class="EnSpace"/>
									If the employee demonstrates a need for additional time, the employer shall rehire the employee into
						  the next available opening in the employee’s former classification, as a new hire without retaining seniority, upon the former employee providing proper work authorization within a maximum of 12 additional months from the date the employee notifies the employer that they need additional time. If this occurs, the employee shall be subject to an introductory period upon rehire.
								</html:p>
								<html:p>
									(c)
									<html:span class="EnSpace"/>
									(1)
									<html:span class="EnSpace"/>
									(A)
									<html:span class="EnSpace"/>
									If the employer is notified that an employee has been detained or incarcerated as a result of pending immigration or deportation proceedings, the employer shall place the employee on an unpaid leave of absence for a period pending the employee’s release from detainment or incarceration and not to exceed 12 months.
						  Upon the employee’s release and once the employee provides the employer with the appropriate work authorization documentation, the employer shall do either of the following:
								</html:p>
								<html:p>
									(i)
									<html:span class="EnSpace"/>
									Return the employee to their former job classification without loss of seniority.
								</html:p>
								<html:p>
									(ii)
									<html:span class="EnSpace"/>
									If a position in the employee’s former job classification is not available at the time the employee produces proper work authorization upon release, the employer shall offer the employee in writing all job positions that become available within 12 months for which the employee is qualified. If more than one employee is entitled to preference for a position, the employer shall offer the position to the terminated employee with the greatest length of service based on the employee’s date of hire.
						  The employee shall receive their prior pay rate and seniority. If the employee communicates to the employer that they are no longer interested in working for that employer, the employer is not obligated to offer any further job positions that become available.
								</html:p>
								<html:p>
									(B)
									<html:span class="EnSpace"/>
									An employee on a leave of absence
						  pursuant to this paragraph shall not accrue vacation or other benefits during the leave of absence.
								</html:p>
								<html:p>
									(2)
									<html:span class="EnSpace"/>
									Nothing in this subdivision shall be construed as requiring the employer to employ an individual if doing so would be a violation of state or federal law or regulations.
								</html:p>
								<html:p>
									(d)
									<html:span class="EnSpace"/>
									This section applies to a private or public employer, except that it shall not apply to a public or private employer with 25 or fewer employees.
								</html:p>
							</ns0:Content>
						</ns0:LawSectionVersion>
					</ns0:LawSection>
					<ns0:LawSection id="id_CCF43C18-5EA7-4323-AA0A-A01632345F76">
						<ns0:Num>1019.7.</ns0:Num>
						<ns0:LawSectionVersion id="id_AD04A577-06BA-4E5F-B88F-A9AF1F7F8186">
							<ns0:Content>
								<html:p>
									(a)
									<html:span class="EnSpace"/>
									Each public or private employer shall not discipline, discharge, or discriminate against any employee because of national origin or immigration status, or solely because the employee is subject to immigration or deportation proceedings, except as required to comply with the law. An employee subject to immigration or deportation proceedings shall not be discharged solely because of pending immigration or deportation proceedings, so long as the employee is authorized to work in the United States.
								</html:p>
								<html:p>
									(b)
									<html:span class="EnSpace"/>
									Subdivision (a) shall not be construed to require leave in addition to the leave required pursuant to Section 1019.6.
								</html:p>
							</ns0:Content>
						</ns0:LawSectionVersion>
					</ns0:LawSection>
					<ns0:LawSection id="id_2910D8DE-08FD-45A3-8EB0-357026C783CC">
						<ns0:Num>1019.8.</ns0:Num>
						<ns0:LawSectionVersion id="id_ADCC12B6-07D1-4DFC-A22C-6A2FB6171486">
							<ns0:Content>
								<html:p>
									(a)
									<html:span class="EnSpace"/>
									(1)
									<html:span class="EnSpace"/>
									The provisions of this chapter shall not invalidate a collective bargaining agreement or memorandum of understanding that contains a provision addressing rehire or reinstatement rights or leave rights regarding employees who are subject to immigration proceedings.
								</html:p>
								<html:p>
									(2)
									<html:span class="EnSpace"/>
									The provisions of this chapter shall not supersede the seniority provisions of a collective bargaining agreement or a memorandum of understanding.
								</html:p>
								<html:p>
									(b)
									<html:span class="EnSpace"/>
									The Labor Commissioner shall enforce this chapter.
								</html:p>
							</ns0:Content>
						</ns0:LawSectionVersion>
					</ns0:LawSection>
					<ns0:LawSection id="id_92B06706-88B1-4597-B361-F7C9909EBC1D">
						<ns0:Num>1019.9.</ns0:Num>
						<ns0:LawSectionVersion id="id_233FB1E4-895A-4E56-97FD-2E62B2EC6FB6">
							<ns0:Content>
								<html:p>For purposes of this chapter, the following definitions apply:</html:p>
								<html:p>
									(a)
									<html:span class="EnSpace"/>
									“Postintroductory employee” means an employee who has successfully completed their probation period of employment, if applicable.
								</html:p>
								<html:p>
									(b)
									<html:span class="EnSpace"/>
									“Public employer” means an employer as defined in paragraph (2) of subdivision (e) of Section 512.1.
								</html:p>
							</ns0:Content>
						</ns0:LawSectionVersion>
					</ns0:LawSection>
					<ns0:LawSection id="id_7DEF68FE-BE84-4FA0-A3F5-B07836BF2946">
						<ns0:Num>1019.10.</ns0:Num>
						<ns0:LawSectionVersion id="id_1262CC9D-A335-4191-B7DD-1B8704B1B9F6">
							<ns0:Content>
								<html:p>This chapter shall become inoperative on July 1, 2029, and, as of January 1, 2030, is repealed.</html:p>
							</ns0:Content>
						</ns0:LawSectionVersion>
					</ns0:LawSection>
				</ns0:LawHeading>
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		</ns0:BillSection>
		<ns0:BillSection id="id_D2262AA6-7CD7-4CAD-B209-9060B6B89754">
			<ns0:Num>SEC. 2.</ns0:Num>
			<ns0:Content>
				<html:p>The provisions of this act are severable. If any provision of this act or its application is held invalid, that invalidity shall not affect other provisions or applications that can be given effect without the invalid provision or application.</html:p>
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