Some good news out of Sacramento on Friday. AB 350 (Solorio) failed to make it off the Senate Floor. Senator Doug LaMalfa was among those who helped stop this bill. I'm pretty happy about that. This was one of those head-scratching pieces of legislation that makes you wonder who thinks this junk up. Score 1 for Business!
However, AB 22 did pass the Senate and is currently awaiting action on the Governor's desk. We're advocating for a veto. This is the bill that would prevent employers from using a job applicants credit report as part of the hiring evaluation process. That's dangerous for the employer if they are hiring someone who might have access to their assets, and dangerous for consumers if the employee has access to confidential customer information. We'll keep you posted on the outcome, but encourage you to write a letter of your own to Governor Jerry Brown and ask him to use hist Veto stamp, pronto!
Keep watching in the coming months, we'll be posting the voting records for this legislative session and you can judge for yourself who's doing a good job protecting jobs and job creators in California.
RE: AB 22
ReplyDeleteIt appears that there are already sufficient exceptions made in the bill.
http://www.aroundthecapitol.com/Bills/AB_22/20112012/
"This bill would prohibit an employer or prospective employer, with the exception of certain financial institutions, from obtaining a consumer credit report, as defined, for employment purposes unless the position of the person for whom the report is sought is (1) a position in the state Department of Justice, (2) a managerial position, as defined, (3) that of a sworn peace officer or other law enforcement position, (4) a position for which the information contained in the report is required by law to be disclosed or obtained, (5) a position that involves regular access to specified personal information for any purpose other than the routine solicitation and processing of credit card applications in a retail establishment, (6) a position in which the person is or would be a named signatory on the employer's bank or credit card account, or authorized to transfer money or enter into financial contracts on the employer's behalf, (7) a position that involves access to confidential or proprietary information, as specified, or (8) a position that involves regular access to $10,000 or more of cash, as specified."