Nicole Rice

Ask the Governor to veto these bills!

By Nicole Rice, Policy Director, Government Relations

Capitol Update, Sept. 18, 2015

The fate of two CMTA-opposed labor and employment measures are pending before the Governor. If adopted, these bills will collectively increase manufacturers’ litigation exposure, legal costs and severely hamper your operational flexibility. Let your voice be heard! Use the links below to send a message to the Governor requesting a VETO on these two bills. Make sure to scroll down and select the appropriate bill number in the pull-down window. You can use the message below each bill description to populate the email.

AB 465 (Roger Hernández, D-West Covina)bans the use of arbitration agreements for labor claims as a condition of employment and deems such agreements “unconscionable, involuntary and against public policy.” AB 465 contradicts the strong preference evidenced in the Federal Arbitration Act (FAA) and the California Arbitration Act (CAA) for the enforcement of fair arbitration agreements and is in direct conflict with rulings from both the California and United States Supreme Courts, which have consistently stated that any state law that interferes with the FAA is preempted. Consequently, this measure will only create uncertainty and increase costs of individual claims, representative actions and class action lawsuits against California manufacturers as its preemption status is challenged through the judicial process.

Click here to tell the Governor to “Please VETO AB 465 and preserve the affordable, expedited dispute resolution forum that arbitration provides for both employee and employer.”

SB 406 (Hanna Beth Jackson, D-Santa Barbara) expands the family members for whom California employees may take up to 12 weeks of protected leave under the CA Family Rights Act (CFRA) to include grandparents, grandchildren, parent-in-laws and siblings. Because these family members are not covered under the corresponding federal Family and Medical Leave Act (FMLA), SB 406 could make your workers eligible for up to 24 weeks – 12 weeks for those family members falling under CFRA and another 12 weeks for those covered under FMLA.  

Click here to tell the Governor to “Please VETO SB 406 because the dynamic nature of the manufacturing industry makes it challenging to weather yet another expansion of protected leave.”

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