Under AB163, the Employment Security Division is prevented from denying unemployment benefits to individuals who leave their jobs in order to protect themselves or family members from sexual assault, provided they actively seek to retain their employment. This change represents a significant expansion of employee rights, ensuring that personal safety concerns do not lead to financial detriment.
Summary
Assembly Bill 163 (AB163) aims to revise provisions governing employment related to cases of sexual assault and domestic violence. The bill mandates that employers provide a certain amount of leave—up to 160 hours within a 12-month period—for employees who are victims of sexual assault or whose family or household members are victims. In doing so, the bill aligns the provisions for sexual assault with existing laws on domestic violence, emphasizing employee rights and protections in the workplace.
Contention
The bill introduces notable points of contention regarding employer obligations and employee rights. Proponents argue that these measures are essential for protecting vulnerable individuals, ensuring they have the necessary support and security to address their circumstances without fear of losing their jobs. However, some businesses may raise concerns regarding the implications of added leave requirements and the potential for increased administrative burdens. The balance between employee protection and employer flexibility is a key area of debate surrounding the bill.