As we approach 2025, public agencies in California are preparing for a wave of new legislation that could impact operations, policies, and procedures. This post highlights a handful of key bills that may affect your agency.
It’s important to note that this overview highlights only a portion of the many bills that were passed. We encourage you to research and review additional legislation that may impact your agency’s operations. Staying informed will ensure compliance and readiness for the year ahead.
Keep reading for an overview of the legislative updates and how to access further support.
Workers’ Compensation
AB 2337 – Electronic Signatures
Documents that require a signature may be filed with an “Electronic Signature.” Electronic signatures were effectively being used in the workers’ compensation proceeding during the COVID-19 state of emergency. The bill makes this permanent and is intended to modernize the WCAB, benefiting all parties.
AB 1870 – Notice of Right to an Attorney
Bill amended LC3550 to require employers to provide notice that injured workers can consult with a licensed attorney to advise them of their rights under the workers’ compensation laws.
AB 2738 – Alternative Enforcement for Occupational Safety
Requires contracts with entertainment vendors to provide written information that their employees/subcontractors have completed Federal and Cal OSHA training(s).
AB 1870 – WC Posting Notice (DWC-7)
All employers must post a new Workers’ Compensation poster informing employees of their right to consult an attorney. Click here for a sample poster.
The Brown Act
The amendments to the Brown Act introduce significant updates on how local entities must conduct their meetings, potentially requiring changes to procedures for closed sessions, remote participation, and emergency notifications.
AB 2715 – Closed Sessions and Cybersecurity Threats
This bill authorizes legislative bodies to hold closed sessions to discuss cybersecurity threats related to critical infrastructure or controls. It also broadens the list of attendees for these closed sessions, allowing more law enforcement and/or security personnel.
AB 2302 – Remote Participation by Board Members for “Just Cause” or “Emergency Circumstances”
This amendment to the remote participation rule restricts the number of times a board member can participate remotely for “just cause” or “emergency circumstances.” The limit is based on the frequency of the board’s regular meetings.
AB 2350 – School Board Emergency Notifications
Allows school boards to meet the pre-meeting notification requirement via email instead of telephone. If both phone and internet services are unavailable, notifications must be sent as soon as possible after the meeting.
Employment
SB 1100 – Discrimination Driver’s License
Employers are now prohibited from insisting on a driver’s license as a job requirement. There is an exception when driving is one of the position’s job functions, and using alternate forms of transportation would not be comparable in travel time or cost.
When granting Paid Family Leave, employers can no longer require employees to use vacation time before they use PFL.
The new law expands the list of crimes for which employees can take time off for being subjected to violent acts. They can now take time for domestic violence, sexual assault, stalking, or any act, conduct, or pattern of conduct that includes (i) bodily injury or death to another; (ii) brandishing, exhibiting, or drawing a firearm or other dangerous weapon; or (iii) a perceived or actual threat to use force against another to cause physical injury or death.
It also extends the protections; they used to be limited to allowing employees to take time off when they were the victims. Now, employees can also take time off if a family member is a victim.
SB 399: Captive Audience Meetings
The bill protects workers from being compelled to attend mandatory job-related meetings focused on religious or political topics. It prohibits employers from taking actions such as termination, discrimination, retaliation, or any other adverse consequences against employees who choose not to attend such meetings or engage in related communications.
Education
Numerous bills were passed that affect local education agencies in key areas, including leaves of absence, workplace safety, as well as updates to the Education Code impacting certificated and classified staff, student and staff safety, curriculum, training, and more.
Below are highlights of a few significant bills. Click here for a list of additional bills that may impact your school district.
AB 2534 – Certificated employees: disclosure of egregious misconduct
Requires certificated staff applying for a job at a new local educational agency (LEA) to disclose their previous LEA employment history and requires the hiring LEA to inquire with all prior LEAs about any egregious misconduct that was required to be reported to the Commission on Teacher Credentialing (CTC).
AB 1913 – Pupil Safety: Child Abuse Prevention Training
Expands existing mandated reporter training for LEA staff to include training on the prevention of abuse of children on school grounds, by school personnel or in school sponsored programs.
Law Enforcement
Law enforcement is required to collect data on crimes that take place on Native American lands and provide that information to the California Department of Justice.
Additional Resources and Support
Whether it’s understanding the details of these new laws or accessing tools to prepare your teams, our goal is to ensure you stay informed and ready for what’s ahead. It is crucial for all public agencies to stay informed and prepared for the upcoming changes. Reach out to Riskcontrol@gsrma.org to let us help you navigate these changes. We are pleased to offer additional resources and webinars, including:
Webinars
- 2024 Update on CFRA and California-Specific Leaves of Absence – PRISMtv
- Annual Legislative Recap: New Laws that Impact Public Sector in 2025 and Beyond – PRISMtv
- Annual Legislative Recap: New Laws that Impact Public Education in 2025 and Beyond – PRISMtv
- Review of New Legislation Impacting Schools and Colleges 2024 – SELF Resource Center
PRISM Blog Post: Brown Act
Labor Law and Employment Practices Hotline
Through our partnership with PRISM, GSRMA members have complementary access to Labor Law/Employment Practices consultation and services through the Eyres Law Group.
If you need assistance navigating these legislative changes or accessing additional resources, our Member Services staff is here to help. Don’t hesitate to reach out for guidance or support tailored to your agency’s needs. Contact us today at Riskcontrol@gsrma.org to ensure you’re fully prepared for the road ahead!