Department of Fair Employment and Housing.
The amendments introduced by AB 2662 seek to streamline the process for individuals who experience unlawful discrimination in employment or housing, allowing them to file complaints more easily. The bill reinforces the DFEH’s authority to investigate complaints and employ civil litigation to address violations of the Fair Employment and Housing Act (FEHA). Additionally, the bill mandates that before pursuing litigation, all parties must first attempt to resolve disputes through the DFEH's dispute resolution division, promoting mediation as a means to achieve equitable outcomes without resorting to court.
Assembly Bill 2662, known as the Department of Fair Employment and Housing bill, amends several sections of the Government Code relating to discrimination in employment and housing. This legislation aims to enhance the enforcement powers of the Department of Fair Employment and Housing (DFEH) by clarifying its role in representing the state’s interests and in safeguarding the rights of individuals against discrimination based on various characteristics. The bill stipulates that the DFEH acts in the public interest when bringing civil actions on behalf of aggrieved individuals, emphasizing its duty to enforce civil rights laws effectively.
The sentiment surrounding AB 2662 has generally been supportive, particularly among advocacy groups and civil rights organizations that view this bill as a crucial step towards improving protections against discrimination. However, some concerns have been raised regarding the potential for increased litigation and the burden it may place on businesses. Proponents argue that the strengthened enforcement mechanisms will deter discriminatory practices and ensure justice for victims of discrimination, while opponents highlight the need for balanced approaches that consider the impact on employers.
One notable point of contention within the discussions of AB 2662 is the balance between advocacy for aggrieved individuals and the operational constraints placed upon employers. Critics worry that the bill could lead to an influx of litigation which may be difficult for small to medium-sized businesses to manage. Moreover, the requirement for mandatory mediation before pursuing civil action has been debated, with some advocating that it can resolve disputes more efficiently, while others see it as a potential hindrance to prompt justice for victims of discrimination.