In the November 2016 election, San Jose voters approved a ballot measure that would require employers to offer additional hours to existing part-time employees before hiring new employees. The measure, known as the Opportunity to Work Ordinance (the Ordinance), took effect March 13, 2017. Though the goal of the Ordinance is to provide part-time workers with the opportunity to work additional hours, earn higher wages, and - in some instances - become eligible for benefits, it does impose a number of new employer obligations.
Domestic partner coverage under a group health plan can be a complex issue for employers, particularly in light of the U.S. Supreme Court's 2015 ruling that legalized same-sex marriage nationwide (Obergefell v. Hodges). California law continues to require domestic partner coverage of some employer-sponsored plans, while others are faced with the decision. But important considerations exist for all employers with respect to domestic partner coverage.
Effective March 1, 2017, all single-user restrooms in California businesses, government buildings, and places of public accommodation must be "all-gender" (or gender neutral) to comply with the State's Equal Restroom Access Act (the Act). The Act applies to employers in California and requires specific signage be displayed to indicate the restroom is all-gender.