Employment policy: voluntary veterans’ preference.
The bill modifies certain provisions within the California Fair Employment and Housing Act (FEHA) by reassuring that granting a veterans preference does not violate established local or state equal employment opportunity laws. This means that businesses can implement a veterans preference hiring policy without fear of legal repercussions for discrimination based on veteran status, provided that these preferences are not used to discriminate against other protected classes. Additionally, the requirement for annual reporting on veteran hires introduces a mechanism to track the effectiveness of this policy and its implications on employment demographics.
Senate Bill 665, introduced by Senator Umberg, seeks to amend existing employment laws in California by establishing the Voluntary Veterans Preference Employment Policy Act. This legislation allows private employers to create written policies that preferentially hire veterans over other qualified applicants. Under this bill, employers utilizing such a policy would need to apply it uniformly across hiring decisions, aiming to support veterans' reintegration into the workforce. It further encourages employers to report hiring data related to veterans to the Department of Fair Employment and Housing, which is intended to enhance transparency and accountability regarding employment practices involving veterans.
The sentiment surrounding SB 665 appears to be generally supportive, with proponents emphasizing the importance of providing veterans with better employment opportunities. Advocates argue this bill can help address barriers veterans face when seeking jobs in the civilian workforce. However, there are concerns among some groups that such preferences might inadvertently undermine merit-based recruitment and could lead to disputes over what constitutes adequate qualifications for employment.
One notable point of contention is the potential tension between promoting veteran hiring and ensuring fair employment practices for all applicants. Critics suggest that prioritizing veterans may disadvantage equally qualified candidates from other backgrounds, which can lead to claims of reverse discrimination. Additionally, while the bill's intent is to assist veterans, the long-term effectiveness and fairness of the veterans preference system in balancing equity among all job applicants remains a topic of debate, particularly as the bill includes a sunset clause that repeals its provisions by January 1, 2028.