Employment: human trafficking awareness.
The implementation of SB 970 signifies a significant step towards addressing human trafficking at the state level. It mandates that employers facilitate awareness training, which will occur every two years following the initial training, thereby continually reinforcing knowledge within the workforce. The bill establishes a compliance timeline, with the requirements set to take effect from January 1, 2020. In case of non-compliance by employers, the Department of Fair Employment and Housing is empowered to enforce adherence through compliance orders. This law positions the state to take a proactive role in safeguarding potential victims and informs hospitality employees of their responsibilities in such scenarios.
Senate Bill 970 aims to enhance employee awareness regarding human trafficking within the hospitality industry, specifically targeting hotels and motels. The legislation amends the California Fair Employment and Housing Act (FEHA) to require employers in this sector to provide a minimum of 20 minutes of training and education on human trafficking awareness to employees likely to interact with potential victims. This initiative is part of a broader effort to combat human trafficking and provide the necessary tools for employees to recognize and respond to such situations effectively. The training is required to include vital information on identifying at-risk individuals, differences between labor and sexual trafficking, and relevant reporting procedures.
Overall, the sentiment surrounding SB 970 appears to be positive, as it aligns with efforts aimed at combating human trafficking—a highly pressing social issue. Proponents of the legislation emphasize the importance of training employees within the hospitality sector to be vigilant and responsive to signs of human trafficking. While there may be some concerns regarding the burden of mandatory training on businesses, the consensus recognizes the critical need for informed personnel to aid in the rescue of victims and prevention efforts.
Despite the bill's intentions, there are potential areas of contention. Critics might argue that mandatory training may impose additional costs and administrative burdens on small business owners who operate hotels and motels. However, proponents counter that the social stakes are too high to ignore, as these training practices could potentially save lives and reduce human trafficking incidents. The distinction within the bill that excludes bed and breakfast inns from the definition of 'employer' could also spark discussions about equitable treatment across different types of accommodations, raising questions about why certain establishments are not held to the same standards.