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<ns0:Id>20250AB__133192AMD</ns0:Id>
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<ns0:ActionText>INTRODUCED</ns0:ActionText>
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<ns0:SessionYear>2025</ns0:SessionYear>
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<ns0:AuthorText authorType="LEAD_AUTHOR">Introduced by Assembly Member Elhawary</ns0:AuthorText>
<ns0:AuthorText authorType="COAUTHOR_ORIGINATING">(Coauthors: Assembly Members Bryan, Mark González, and Ward)</ns0:AuthorText>
<ns0:AuthorText authorType="COAUTHOR_OPPOSITE">(Coauthors: Senators Becker, Cortese, and McNerney)</ns0:AuthorText>
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<ns0:Legislator>
<ns0:Contribution>LEAD_AUTHOR</ns0:Contribution>
<ns0:House>ASSEMBLY</ns0:House>
<ns0:Name>Elhawary</ns0:Name>
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<ns0:Legislator>
<ns0:Contribution>COAUTHOR</ns0:Contribution>
<ns0:House>ASSEMBLY</ns0:House>
<ns0:Name>Bryan</ns0:Name>
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<ns0:Legislator>
<ns0:Contribution>COAUTHOR</ns0:Contribution>
<ns0:House>ASSEMBLY</ns0:House>
<ns0:Name>Mark González</ns0:Name>
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<ns0:Legislator>
<ns0:Contribution>COAUTHOR</ns0:Contribution>
<ns0:House>ASSEMBLY</ns0:House>
<ns0:Name>Ward</ns0:Name>
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<ns0:Contribution>COAUTHOR</ns0:Contribution>
<ns0:House>SENATE</ns0:House>
<ns0:Name>Becker</ns0:Name>
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<ns0:Contribution>COAUTHOR</ns0:Contribution>
<ns0:House>SENATE</ns0:House>
<ns0:Name>Cortese</ns0:Name>
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<ns0:Contribution>COAUTHOR</ns0:Contribution>
<ns0:House>SENATE</ns0:House>
<ns0:Name>McNerney</ns0:Name>
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<ns0:Title>An act to add Part 5.8 (commencing with Section 1560) to Division 2 of the Labor Code, relating to employment.</ns0:Title>
<ns0:RelatingClause>employment</ns0:RelatingClause>
<ns0:GeneralSubject>
<ns0:Subject>Workplace surveillance.</ns0:Subject>
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<ns0:DigestText>
<html:p>Existing law establishes the Division of Labor Standards Enforcement within the Department of Industrial Relations. Existing law authorizes the division, which is headed by the Labor Commissioner, to enforce the Labor Code and all labor laws of the state the enforcement of which is not specifically vested in any other officer, board or commission.</html:p>
<html:p>This bill would limit the use of workplace surveillance tools, as defined, by employers, including by prohibiting an employer from monitoring or surveilling workers in employee-only, employer-designated areas, as specified. The bill would provide workers with the right to leave behind workplace surveillance tools that are on their person or in their possession when entering certain employee-only areas and public bathrooms and during off-duty hours, as specified. The bill would prohibit a worker from
removing or physically tampering with any component of a workplace surveillance tool that is part of or embedded in employer equipment or vehicles.</html:p>
<html:p>This bill would subject an employer who violates the bill to a civil penalty of $500 per violation and would authorize a public prosecutor to bring specified enforcement actions.</html:p>
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<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:Preamble>The people of the State of California do enact as follows:</ns0:Preamble>
<ns0:BillSection id="id_1B07EF32-5010-4A88-B031-17E7A58944B7">
<ns0:Num>SECTION 1.</ns0:Num>
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Part 5.8 (commencing with Section 1560) is added to Division 2 of the
<ns0:DocName>Labor Code</ns0:DocName>
, to read:
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<ns0:LawHeading id="id_9B80541B-DA4C-4131-9DA9-CE8B011EAA55" type="PART">
<ns0:Num>5.8.</ns0:Num>
<ns0:LawHeadingVersion id="id_6CC1CA30-A319-41BC-9A57-D9C38D687516">
<ns0:LawHeadingText>Workplace Surveillance of Employees</ns0:LawHeadingText>
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<ns0:LawSection id="id_5A7B8CC8-A698-4794-97E8-4A23C3E231AE">
<ns0:Num>1560.</ns0:Num>
<ns0:LawSectionVersion id="id_BBA20C3C-226C-4CFC-B4D4-4A5FFCC721A4">
<ns0:Content>
<html:p>As used in this part:</html:p>
<html:p>
(a)
<html:span class="EnSpace"/>
(1)
<html:span class="EnSpace"/>
“Employer” means a person who directly or indirectly, or through an agent or any other person, employs or exercises control over the wages, benefits, other compensation, hours, working conditions, access to work or job opportunities, or other terms or conditions of employment, of any worker.
</html:p>
<html:p>
(2)
<html:span class="EnSpace"/>
“Employer” includes an employer’s labor contractor.
</html:p>
<html:p>
(3)
<html:span class="EnSpace"/>
“Employer” includes private entities and public entities, including, but not limited to, all branches of state government, or the several counties, cities and counties, and
municipalities thereof, or any other political subdivision of the state, or a school district, or any special district, or any authority, commission, or board or any other agency or instrumentality thereof.
</html:p>
<html:p>
(b)
<html:span class="EnSpace"/>
“Employer-designated area” means an area in the workplace the employer provides or has historically provided to workers to use for breaks or to purchase, obtain, or consume food or beverages.
</html:p>
<html:p>
(c)
<html:span class="EnSpace"/>
“Public prosecutor” has the same meaning as defined in Section 180.
</html:p>
<html:p>
(d)
<html:span class="EnSpace"/>
“Worker” means an employee of, or an independent contractor providing service to, or through, a business or a state or local governmental entity in a workplace.
</html:p>
<html:p>
(e)
<html:span class="EnSpace"/>
“Workplace
surveillance tool” means a system, application, instrument, or device that collects or facilitates the collection of worker activities, communications, actions, biometrics, or behaviors, or those of the public that are capable of passively surveilling workers, by means other than direct observation by a person, including, but not limited to, video or audio surveillance, electronic workplace tracking, geolocation, electromagnetic tracking, photoelectronic tracking, or utilization of a photo-optical system or other means. “Workplace surveillance tool” does not include smoke or carbon monoxide detectors or weapon detection systems that automatically screen a person’s body.
</html:p>
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</ns0:LawSectionVersion>
</ns0:LawSection>
<ns0:LawSection id="id_C0C186B1-70EF-4949-ADC7-11FF39A91838">
<ns0:Num>1561.</ns0:Num>
<ns0:LawSectionVersion id="id_E679A02E-92EB-466A-BCED-6869F3C090C9">
<ns0:Content>
<html:p>
(a)
<html:span class="EnSpace"/>
Unless directed by a court order, an employer shall not use a workplace surveillance tool to monitor or surveil workers, including data collection on the frequency of a worker’s use of those areas, in the following employee-only, employer-designated areas:
</html:p>
<html:p>
(1)
<html:span class="EnSpace"/>
Bathrooms.
</html:p>
<html:p>
(2)
<html:span class="EnSpace"/>
Locker rooms.
</html:p>
<html:p>
(3)
<html:span class="EnSpace"/>
Changing areas.
</html:p>
<html:p>
(4)
<html:span class="EnSpace"/>
Lactation spaces.
</html:p>
<html:p>
(b)
<html:span class="EnSpace"/>
(1)
<html:span class="EnSpace"/>
Except as provided in paragraph (2), a worker shall have the right to leave behind workplace surveillance tools that are on their person or in their possession in both of the following circumstances:
</html:p>
<html:p>
(A)
<html:span class="EnSpace"/>
When entering an area listed in subdivision
(a), employee-only breakrooms and cafeterias, and public bathrooms.
</html:p>
<html:p>
(B)
<html:span class="EnSpace"/>
During off-duty hours, excluding rest periods.
</html:p>
<html:p>
(2)
<html:span class="EnSpace"/>
Paragraph (1) does not apply in both of the following circumstances:
</html:p>
<html:p>
(A)
<html:span class="EnSpace"/>
A worker is required to remain available during meal or rest periods pursuant to federal law or existing state law.
</html:p>
<html:p>
(B)
<html:span class="EnSpace"/>
A worker is required to use a workplace surveillance tool, such
as a phone, for communication purposes for the job during off-duty hours.
</html:p>
<html:p>
(c)
<html:span class="EnSpace"/>
An employer shall not require a worker to physically implant a device that collects or transmits data, including a device that is installed subcutaneously in the body.
</html:p>
<html:p>
(d)
<html:span class="EnSpace"/>
(1)
<html:span class="EnSpace"/>
An employer shall not use audio surveillance to record employee-only breakrooms or cafeterias.
</html:p>
<html:p>
(2)
<html:span class="EnSpace"/>
If an employer uses a workplace surveillance tool in an employee-only breakroom or cafeteria, the employer shall post signage in the area notifying workers that they are subject to surveillance that does not record audio.
</html:p>
<html:p>
(3)
<html:span class="EnSpace"/>
The workplace surveillance tool in an
employee-only breakroom or cafeteria shall not use generative artificial intelligence
enabled video surveillance. The workplace surveillance tool may use artificial intelligence photo or video correction tools that do not have monitoring or surveillance capacity.
</html:p>
<html:p>
(e)
<html:span class="EnSpace"/>
A worker or their authorized representative may request video surveillance
the worker is in.
</html:p>
<html:p>
(f)
<html:span class="EnSpace"/>
(1)
<html:span class="EnSpace"/>
An employer may use workplace surveillance tools that passively surveil workers in an area not listed in subdivision (a) and employee-only breakrooms and cafeterias, even if an off-duty worker may be present, as long as the worker is made aware in advance that a workplace surveillance tool is in use.
</html:p>
<html:p>
(2)
<html:span class="EnSpace"/>
Notwithstanding subdivision (a), an employer may check workplace surveillance tools for the one-time entry and exit in the areas listed in subdivision (a) and employee-only breakrooms and cafeterias for health and safety purposes, as long as it is not used to monitor the frequency of a worker’s use of those areas.
</html:p>
<html:p>
(g)
<html:span class="EnSpace"/>
(1)
<html:span class="EnSpace"/>
On a multiemployer jobsite, the controlling employer shall post a notice at the jobsite providing a general description of the types of activities that may be monitored or surveilled and for what purposes.
</html:p>
<html:p>
(2)
<html:span class="EnSpace"/>
A notice posted pursuant to this subdivision by a controlling employer satisfies the requirement for any employer whose employees perform work on that jobsite.
</html:p>
<html:p>
(h)
<html:span class="EnSpace"/>
An employer is not in violation of this section in any of the following circumstances:
</html:p>
<html:p>
(1)
<html:span class="EnSpace"/>
A worker brings a workplace surveillance tool into an area listed in subdivision (a) or employee-only breakrooms or cafeterias because it is required to access a locked or secured area.
</html:p>
<html:p>
(2)
<html:span class="EnSpace"/>
A worker uses a workplace surveillance tool to access a locked or secured area during off-duty hours.
</html:p>
<html:p>
(3)
<html:span class="EnSpace"/>
A worker voluntarily chooses to bring a workplace surveillance tool into an area listed in subdivision (a) or employee-only breakrooms or cafeterias.
</html:p>
<html:p>
(4)
<html:span class="EnSpace"/>
A worker voluntarily keeps a workplace surveillance tool on their person during off-duty hours.
</html:p>
<html:p>
(5)
<html:span class="EnSpace"/>
A worker brings a workplace surveillance tool, including a badge or personal alarm system, into an area listed in subdivision (a) or employee-only breakrooms or cafeterias, or a worker keeps a workplace surveillance tool, including a badge or personal alarm system, on their person during off-duty hours, because the employer has a policy that requires
that workplace surveillance tool to be in the worker’s possession while on work premises for identification or safety purposes, if the workplace surveillance tool meets both of the following conditions:
</html:p>
<html:p>
(a)
<html:span class="EnSpace"/>
Does not detect or record audio.
</html:p>
<html:p>
(b)
<html:span class="EnSpace"/>
Is not artificial intelligence enabled.
</html:p>
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</ns0:LawSectionVersion>
</ns0:LawSection>
<ns0:LawSection id="id_C51D2042-1258-4A1A-8995-8E3121A22617">
<ns0:Num>1562.</ns0:Num>
<ns0:LawSectionVersion id="id_28CBAD75-1EFC-484C-B569-71713D251B6D">
<ns0:Content>
<html:p>A worker shall not remove or physically tamper with any component of a workplace surveillance tool that is part of or embedded in employer equipment or vehicles.</html:p>
</ns0:Content>
</ns0:LawSectionVersion>
</ns0:LawSection>
<ns0:LawSection id="id_CCF130D3-6A1D-47D9-9118-63E091B7B782">
<ns0:Num>1563.</ns0:Num>
<ns0:LawSectionVersion id="id_EF1C352B-00B6-4C41-812C-ADFC79F4DE79">
<ns0:Content>
<html:p>
(a)
<html:span class="EnSpace"/>
An employer shall not deny an employee the rights under this part or discharge, threaten to discharge, demote, suspend, or in any manner discriminate against an employee for using, or attempting to use, the employee’s rights under this part, filing a complaint with the department or alleging a violation of this part, cooperating in an investigation or prosecution of an alleged violation of this part, or opposing any policy or practice or act that is prohibited by this part.
</html:p>
<html:p>
(b)
<html:span class="EnSpace"/>
In addition to any other remedy, an employer who violates this part shall be subject to a civil penalty of five hundred dollars ($500) per violation.
</html:p>
<html:p>
(c)
<html:span class="EnSpace"/>
In addition to any other remedy, the Labor Commissioner may enforce this section, including investigating an alleged violation, and ordering appropriate temporary relief to mitigate a violation or maintain the status quo pending the completion of a full investigation or hearing through the procedures set forth in Section 98.3, 98.7, 98.74, or 1197.1, including issuing a citation against an employer who violates this section and filing a civil action. If a citation is issued, the procedures for issuing, contesting, and enforcing judgments for citations and civil penalties issued by the Labor Commissioner shall be the same as those set out in Section 98.74 or 1197.1, as applicable.
</html:p>
<html:p>
(d)
<html:span class="EnSpace"/>
In addition to any other remedy, this part may also be enforced by a public prosecutor pursuant to Chapter 8 (commencing with Section 180) of
Division 1.
</html:p>
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</ns0:LawSection>
<ns0:LawSection id="id_6CCDE0B0-A1F1-43F0-984E-3D90F9AD5D3B">
<ns0:Num>1564.</ns0:Num>
<ns0:LawSectionVersion id="id_A368057F-2DB8-4B95-8C95-54618AE47246">
<ns0:Content>
<html:p>
(a)
<html:span class="EnSpace"/>
This part does not preempt any local law that provides equal or greater protection to workers.
</html:p>
<html:p>
(b)
<html:span class="EnSpace"/>
The provisions of this part are severable. If any provision of this part 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>
<html:p>
(c)
<html:span class="EnSpace"/>
This part does not limit the authority of the Attorney General, a district attorney, or a city attorney, either upon their own complaint or the complaint of any person acting for themselves or the general public, to prosecute actions, either civil or criminal, for
violations of this part, or to enforce the provisions thereof
independently and without specific direction of the commissioner or the division.
</html:p>
<html:p>
(d)
<html:span class="EnSpace"/>
This part does not prohibit any employer from using workplace surveillance tools as required by federal law or existing state law.
</html:p>
<html:p>
(e)
<html:span class="EnSpace"/>
This part does not authorize any employer to use workplace surveillance tools as prohibited by federal law or existing state law.
</html:p>
</ns0:Content>
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</ns0:LawSection>
<ns0:LawSection id="id_FE7EE6FD-7C1C-441D-B8A4-B2DC9F3936C0">
<ns0:Num>1565.</ns0:Num>
<ns0:LawSectionVersion id="id_A65CC83C-7B26-483E-AAA1-71F9F42E1709">
<ns0:Content>
<html:p>This part does not apply to an employer that does either of the following:</html:p>
<html:p>
(a)
<html:span class="EnSpace"/>
Develops products for national security, military, space, or defense purposes.
</html:p>
<html:p>
(b)
<html:span class="EnSpace"/>
Develops aircraft for operation in national airspace.
</html:p>
</ns0:Content>
</ns0:LawSectionVersion>
</ns0:LawSection>
<ns0:LawSection id="id_3FA16015-0541-4197-89A0-76ECE793B455">
<ns0:Num>1566.</ns0:Num>
<ns0:LawSectionVersion id="id_6DF1803A-6CF9-474D-8255-B45E852E43A3">
<ns0:Content>
<html:p>
(a)
<html:span class="EnSpace"/>
This part does not apply to a law enforcement agency that includes any employee who is a peace officer under any of the following when it acts as a law enforcement agency or as the employer of its own employees:
</html:p>
<html:p>
(1)
<html:span class="EnSpace"/>
Subdivision (a) or (b) of Section 830.1 of the Penal Code.
</html:p>
<html:p>
(2)
<html:span class="EnSpace"/>
Subdivision (a), (b), (c), (d), or (g) of Section 830.2 of the Penal Code.
</html:p>
<html:p>
(3)
<html:span class="EnSpace"/>
Section 830.31 of the Penal Code.
</html:p>
<html:p>
(4)
<html:span class="EnSpace"/>
Section 830.33 of the Penal Code.
</html:p>
<html:p>
(5)
<html:span class="EnSpace"/>
Section 830.34 of the Penal Code.
</html:p>
<html:p>
(6)
<html:span class="EnSpace"/>
Subdivision (c) of Section 830.35 of the Penal Code.
</html:p>
<html:p>
(7)
<html:span class="EnSpace"/>
Subdivision (a), (b), or (d) of Section 830.37 of the Penal Code.
</html:p>
<html:p>
(8)
<html:span class="EnSpace"/>
Section 830.38 of the Penal Code.
</html:p>
<html:p>
(9)
<html:span class="EnSpace"/>
Subdivision (a) of Section 830.5 of the Penal Code.
</html:p>
<html:p>
(10)
<html:span class="EnSpace"/>
Section 830.7 of the Penal Code.
</html:p>
<html:p>
(11)
<html:span class="EnSpace"/>
Section 830.75 of the Penal Code.
</html:p>
<html:p>
(12)
<html:span class="EnSpace"/>
Section 830.15 of the Penal Code.
</html:p>
<html:p>
(b)
<html:span class="EnSpace"/>
For purposes of this section, a law enforcement agency is not to be deemed the employer of any employees who are not directly employed by the law enforcement agency.
</html:p>
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