BILL ANALYSIS                                                                                                                                                                                                    Ó






                 Senate Committee on Labor and Industrial Relations
                              Senator Ben Hueso, Chair

          Date of Hearing: June 11, 2014               2013-2014 Regular  
          Session                              
          Consultant: Alma Perez-Schwab                Fiscal:Yes
                                                       Urgency: No
          
                                  Bill No: AB 1522
                                  Author: Gonzalez
                         As Introduced/Amended: May 28, 2014
          

                                       SUBJECT
          
                             Employment: paid sick days 


                                      KEY ISSUE

          Should the Legislature require employers to provide at least 3  
          paid sick days to any employee that works for seven or more days  
          in a calendar year? 


                                      ANALYSIS
          
           Existing law  provides for various forms of unpaid and (in some  
          circumstances) paid leave for employees. Existing law  
          authorizes, but does not require, employers to provide their  
          employees with paid sick leave.  Any employer that chooses to  
          provide sick leave must allow an employee to use accrued and  
          available sick leave, in an amount not less than the sick leave  
          that would be accrued during six months at the employee's then  
          current rate of entitlement.  Sick leave can be used by the  
          employee for any of the following reasons: 

             §    Being physically or mentally unable to work due to  
               illness, injury, or a medical condition of the employee.  
             §    Obtaining professional diagnosis of treatment for a  
               medical condition of the employee. 
             §    Other medical reasons of the employee, such as pregnancy  
               or obtaining a physical examination. 
             §    To attend to an illness of a child, parent, spouse, or  
               domestic partner of the employee. 










           Existing law  does not require this sick leave to accrue, from  
          one year to the next, nor does it vest.  In addition, sick leave  
          does not extend the maximum period of leave to which an employee  
          is entitled under other leaves, such as the federal Family and  
          Medical Leave Act, regardless of whether sick leave is received  
          during that leave.  

           Existing law  prohibits employers from denying an employee the  
          right to use sick leave or discharge, threaten to discharge,  
          demote, suspend, or in any manner discriminate against an  
          employee for using, or attempting to use, sick leave to attend  
          to an illness of a child, parent, spouse, or domestic partner of  
          the employee.  Violation of this right entitles employees to  
          reinstatement and actual damages or one day's pay, whichever is  
          greater, and to appropriate equitable relief.  The employee can  
          either file a complaint with the Labor Commissioner, or bring a  
          civil action for remedies.  (Labor Code §233)

           Currently  , San Francisco County is the only county that has  
          passed an ordinance requiring employers to provide paid sick  
          leave for all employees, including temporary and part-time  
          employees, who work within the county.  The San Francisco Paid  
          Sick Leave Ordinance became effective on February 5, 2007.    
           

          This Bill  would enact the Healthy Workplaces, Healthy Families  
          Act of 2014, which would require employers to provide paid sick  
          days to employees who work seven or more days in a calendar  
          year.  Specifically, this bill would:

             1)   Provide that on or after July 1, 2015, an employee who  
               works for seven or more days in a calendar year is entitled  
               to paid sick days. 

             2)   Specify that paid sick days accrue at a rate of no less  
               than one hour for every 30 hours worked, and may be used  
               beginning on the 90th calendar day of employment.  

             3)   Provide that paid sick days may accrue and be carried  
               over to the following year; however, employers may limit  
               their use to 24 hours or 3 days in each calendar year. 

          Hearing Date:  June 11, 2014                             AB 1522  
          Consultant: Alma Perez-Schwab                            Page 2

          Senate Committee on Labor and Industrial Relations 
          








             4)   Provide that "employer" includes any person employing  
               another and includes the state, political subdivisions of  
               the state, and municipalities.  

             5)   Provides that an "employee" does not include:
                    a.          An employee covered by a valid collective  
                      bargaining agreement that expressly provides for  
                      paid sick days or similar policy, as specified.

                    b.          An employee in the construction industry  
                      covered by a valid collective bargaining agreement  
                      that was entered into before January 1, 2015 or  
                      waives the requirements of this bill, as specified.

             1)   Provides that a public authority must comply with these  
               requirements for individuals who perform in-home supportive  
               services, except that these requirements  may be satisfied  
               by entering into a collective bargaining agreement that  
               provides an incremental hourly wage adjustment in an amount  
               sufficient to satisfy the bill's requirements. 

             2)   Require an employer, upon oral or written request of an  
               employee, to provide paid sick days for the following  
               purposes: 
                  o         Diagnosis, care or treatment of an existing  
                    health condition of, or preventive care for, an  
                    employee or the employee's family member; or
                  o         For an employee who is a victim of domestic  
                    violence, sexual assault, or stalking as specified. 

             1)   Define "family member" to include a child (as  
               specified), a parent (as specified), a spouse, a registered  
               domestic partner, a grandparent, a grandchild, or a  
               sibling.

             2)   Not require an employer to provide compensation to an  
               employee for accrued, unused paid sick days upon  
               termination, resignation, retirement, or other separation  
               from employment, except if an employee is rehired by the  
               same employer within one year, any previously accrued,  
               unused paid sick days shall be reinstated.  

          Hearing Date:  June 11, 2014                             AB 1522  
          Consultant: Alma Perez-Schwab                            Page 3

          Senate Committee on Labor and Industrial Relations 
          








             3)   Allow an employer to lend paid sick days to an employee  
               in advance of accrual, at the employer's discretion and  
               with proper documentation.   

             4)   Prohibit an employer from requiring employees to find a  
               replacement worker as a condition of using his/her paid  
               sick days. 

             5)   Prohibit an employer from denying an employee the right  
               to use sick days, discharging, threatening to discharge,  
               demoting, suspending or in any manner discriminating  
               against an employee for using sick days, as specified.  

             6)   Establish a rebuttable presumption of unlawful  
               retaliation if an employer denies an employee the right to  
               use sick days or takes other specified adverse action  
               within 90 days of specified protected activities by the  
               employee.  

             7)   Require employers to provide written notice [in various  
               specified languages] and posting requirements, as  
               specified, or be subject to a civil fine for not  
               compliance.

             8)   Require employers to retain employee records related to  
               used and accrued paid sick days for at least five years. 

             9)    Require employer to include in employee wage statements  
               any paid sick leave accrued and used pursuant to this Act. 

             10)  Direct the Labor Commissioner to: 
                  o         Coordinate implementation and enforcement of  
                    these requirements and to promulgate guidelines and  
                    regulations;
                  o         Investigate alleged violations and order  
                    appropriate relief, including reinstatement, back pay,  
                    the payment of sick days unlawfully withheld, and  
                    additional administrative penalties, as specified. 
                  o         In addition to the Attorney General, bring a  
                    civil action against an employer in a court of  
                    competent jurisdiction to recover relief, as  
                    specified, including back pay, penalties, liquidated  
          Hearing Date:  June 11, 2014                             AB 1522  
          Consultant: Alma Perez-Schwab                            Page 4

          Senate Committee on Labor and Industrial Relations 
          








                    damages and attorney's fees and costs. 

             1)   Specify that this bill establishes minimum requirements  
               and does not preempt, limit, or otherwise affect the  
               applicability of any other law or similar requirement that  
               provides greater accrual or use of sick days, or that  
               extends other protections to employees. 

             2)   Make several findings and declarations related to  
               employees and the need and benefits of providing for paid  
               sick days.  
                                      COMMENTS
          
          1.  Recent Research on Paid Sick Days:

            According to a recent study by the Economic Policy Institute,  
            ("The Need for Paid Sick Days: The Lack of a Federal Policy  
            Further Erodes Family Economic Security," June 29, 2011)  
            American workers are more productive than ever before, but  
            they are less secure in their ability to provide for their  
            families. Workers without paid sick days-nearly 40 percent of  
            the private-sector workforce-are among the least economically  
            secure, and an illness forces them to take time away from work  
            without pay and puts them at risk of losing their job.

            In exploring economic security for working families, the study  
            found that a national paid sick leave policy would promote  
            workers' financial stability and the economic security of  
            their families.  The study made the following findings:

                     Employees without paid sick time are likely to go to  
                 work sick, where they will have reduced productivity, at  
                 a significant cost both to their employer and to their  
                 possibility for professional advancement.
                     Without paid sick leave, parents are forced to send  
                 sick children to school, which could potentially impact  
                 their long-term health and educational performance.
                     A two-child family with two workers earning the  
                 average wage for workers without paid sick time would  
                 lose the family's entire health care budget after just  
                 three days of missed work.
                     A two-child family with a single working parent  
          Hearing Date:  June 11, 2014                             AB 1522  
          Consultant: Alma Perez-Schwab                            Page 5

          Senate Committee on Labor and Industrial Relations 
          








                 earning the average wage for workers without paid sick  
                 time ($10/hour) cannot miss more than three days of work  
                 in a month without falling below the federal poverty  
                 line.
                     Taking unpaid sick time leaves workers vulnerable to  
                 losing their jobs in an economy with a stubbornly high  
                 long-term unemployment rate.

            These findings are echoed by another recent report by the  
            Institute for Women's Policy Research, ("Paid Sick days and  
            Health: Cost Savings from Reduced Emergency Department  
            Visits," November 2011) which found, among other things, that  
            1.3 million hospital emergency department visits could be  
            prevented in the U.S. each year by providing paid sick days to  
            workers who currently lack access, reducing medical costs by  
            $1.1 billion annually, with over $500 million in savings for  
            public health insurance programs.

          2.  Background on San Francisco's Paid Sick Leave Ordinance:
           
            In 2006, San Francisco voters approved Proposition F, the  
            first law in the nation that provided workers with the ability  
            to earn and use paid sick days.  The Paid Sick Leave Ordinance  
            (PSLO), which became effective on February 5, 2007, allows  
            employees (including temporary and part-time) to earn one hour  
            of paid sick leave for every 30 hours worked.  Workers earn  
            paid sick days after three months on the job, earn up to a  
            maximum of five days per year in small firms and nine days per  
            year in larger firms. An employee's accrued paid sick leave  
            carries over from year to year, subject to the applicable cap,  
            but does not get paid out at termination. 

            Employees are entitled to paid sick leave for their own  
            illness or to provide care for a sick child, parent, sibling,  
            grandparent, grandchild, spouse, registered domestic partner  
            or other designated person.  Under the ordinance, employees  
            who assert their rights to receive paid sick leave are  
            protected from retaliation. The City can investigate possible  
            violations, have access to employer records, and can enforce  
            the paid sick leave requirements by ordering reinstatement of  
            employees, payment of paid sick leave unlawfully withheld, and  
            penalties.    
          Hearing Date:  June 11, 2014                             AB 1522 
          Consultant: Alma Perez-Schwab                            Page 6

          Senate Committee on Labor and Industrial Relations 
          









          3.  Update on the implementation of San Francisco's Paid Sick  
            Leave Ordinance:
           
            A 2011 study by the Institute for Women's Policy Research,  
            ("San Francisco's Paid Sick Leave Ordinance: Outcomes for  
            Employers and Employees," February 2011) examined the effects  
            of San Francisco's paid sick days ordinance on employees and  
            employers.  The report provides results from surveys of 727  
            employers and 1,194 employees working in San Francisco.  
            According to the study, both city officials and employer  
            groups have characterized the Paid Sick Leave Ordinance as  
            having a low impact on employers and being relatively easy to  
            implement.  The following are among the report's findings: 

                     Despite the availability of either five or nine sick  
                 days, the typical worker with access used only three paid  
                 sick days during the previous year, and one-quarter of  
                 employees with access used zero paid sick days. 
                     Parents with paid sick days were more than 20  
                 percent less likely to send a child with a contagious  
                 disease to school than parents who did not have paid sick  
                 days. 
                     Employer profitability did not suffer. Six out of  
                 seven employers did not report any negative effect on  
                 profitability as a result of the ordinance. 
                     Most employers reported no difficulty providing sick  
                 days to their employees.  Approximately one-third of  
                 employers reported any difficulties implementing the  
                 ordinance, and only one-sixth needed to introduce an  
                 entirely new paid sick days policy because of the law.   
                 However, some employers (also around one-sixth) are in  
                 violation of the law and still did not offer paid sick  
                 days at the time of the survey. 

            It should be noted, however, that although most of the  
            feedback from the surveys in the study appear to be positive,  
            there were some possible negative effects of increased paid  
            sick leave.  The study found that of all the workers surveyed,  
            15.2% experienced layoffs or had their total hours reduced;  
            14.1% received fewer raises/bonuses or had their benefits  
            reduced; and 21.7% saw increased work demands. 
          Hearing Date:  June 11, 2014                             AB 1522  
          Consultant: Alma Perez-Schwab                            Page 7

          Senate Committee on Labor and Industrial Relations 
          









          4.  Need for this bill?

            Given the arguments in support of paid sick leave legislation,  
            including the public health hazard associated with the spread  
            of illness when individuals are forced to go to work sick, it  
            appears that a paid sick leave policy would provide great  
            benefits to workers in the state.   The Centers for Disease  
            Control and Prevention recommends that workers who are ill  
            "stay home from work and school" to prevent the spread of  
            disease in the community and workplace. Unfortunately, with  
            nearly 40 percent of the private-sector workforce having no  
            access to paid sick days, staying home is not a luxury most  
            people have.  In California, San Francisco County is the only  
            county that has passed an ordinance requiring employers to  
            provide paid sick leave for all employees who work within the  
            county.  In looking at the impact of the ordinance, it appears  
            that rates of utilization have been well below the caps of  
            five and nine days, suggesting that employees view paid sick  
            days as a valuable benefit that is saved and used only as  
            needed.  This bill is similar to the San Francisco ordinance  
            and would enact the Healthy Workplaces, Healthy Families Act  
            of 2014, which would require employers to provide paid sick  
            days to employees who work seven or more days in a calendar  
            year.  

          5.  Double Referral and Staff Comments  :
            
            This bill has been double referred and, if approved by this  
            committee, it will be sent to the Senate Judiciary Committee  
            for a hearing.  Staff would like to offer a couple of points  
            for consideration of the author as the bill progresses through  
            the legislative process.  

            First, the bill would require that employers provide written  
            notice to employees as well as display a poster at the  
            worksite, both containing the same information regarding the  
            paid sick leave policy. The poster is to be created by the  
            Labor Commissioner and made available to employers.  Since the  
            information to be contained in the poster is the same as the  
            information to be included in the written notice, should the  
            bill also direct the Labor Commissioner to create the written  
          Hearing Date:  June 11, 2014                             AB 1522  
          Consultant: Alma Perez-Schwab                            Page 8

          Senate Committee on Labor and Industrial Relations 
          








            notice and make it available to employers for employee  
            distribution?   

            Regarding an employee's right to use sick days, and for  
            clarifying purposes, the author may wish to add the word  
            "accrued" to specify that an employer shall in no manner  
            discriminate against an employee for using accrued sick days  
            or attempting to exercise the right to use accrued sick days  
            (Page 10, line 33-34 of the bill). 

          6.  Similar Efforts at the National, State and Federal Levels: 

            Paid sick days legislation has been proposed at the federal,  
            state and local levels.  A push for federal paid sick leave  
            legislation began in 2004,  the Healthy Families Act which  
            proposes to ensure that all employees working 30 or hours more  
            per week have seven paid sick days a year, has been regularly  
            re-introduced since then but failed to advance. In total, four  
            jurisdictions in the United States have passed local paid sick  
            leave laws including San Francisco in 2006, Washington D.C. in  
            2008, Milwaukee in 2008, and the Connecticut in 2011 became  
            the first state to pass a statewide paid sick days law.  Other  
            cities that have recently adopted paid sick days standards  
            include Portland, New York City, Jersey City and Newark.  At  
            least twenty-two states have proposed legislation for paid  
            sick days over the last several years. 

            In recent years, opponents of paid sick days legislation or  
            ordinances have begun to respond to the adoption of such  
            policies by pushing for the enactment of "preemption"  
            legislation that would bar any city or county within the state  
            from establishing a right to paid sick leave.  According to  
            the Economic Policy Institute, in all, ten states have enacted  
            such preemption measures in recent years, including Arizona,  
            Florida, Georgia, Indiana, Kansas, Louisiana, Mississippi,  
            North Carolina, Tennessee and Wisconsin. In 2011, the  
            Wisconsin Legislature not only prohibited localities from  
            establishing paid sick leave standards, but also retroactively  
            abolished a paid sick leave measure that had been established  
            in Milwaukee and was approved by 68 percent of voters in a  
            2008 referendum.
          7.  Proponent Arguments  :
          Hearing Date:  June 11, 2014                             AB 1522  
          Consultant: Alma Perez-Schwab                            Page 9

          Senate Committee on Labor and Industrial Relations 
          








            
            According to the author and proponents, under current state  
            law, nothing requires employers to provide paid sick days, and  
            as a result, roughly 39 percent of the workforce earns no sick  
            leave benefits whatsoever. That leaves seven million  
            Californians with few options when personal or family needs  
            arise. Proponents argue that a worker without paid sick leave  
            is either expected to work while sick, risking the health and  
            safety of co-workers and customers, or stay home and forego  
            wages, jeopardizing that worker's own ability to survive. They  
            argue that given the rising cost of living expenses, workers  
            just cannot afford to lose a day's pay.  According to the  
            author, this bill appropriately allows workers to earn paid  
            sick days, which they can use for personal illness, to care  
            for a sick family member and to recover from domestic violence  
            or assault.

            The author and proponents also point to studies which have  
            found that providing sick days to workers saves money for  
            businesses by reducing turnover, reducing the spread of  
            illness in the workplace, and improving workers' morale and  
            productivity.  Furthermore, proponents argue that an  
            overwhelming majority of the public believes employers should  
            be required to offer paid sick days and point to a 2010 poll  
            which found that 74% of adults surveyed would support a law  
            guaranteeing paid sick days, with this position enjoying  
            widespread support across party, gender, and ethnic lines.   
            Finally, they argue that several local jurisdictions - and the  
            state of Connecticut - have already passed this measure and  
            found no adverse impact to employers; therefore, they argue  
            that it is time to allow workers, the public, and employers  
            access to all of the benefits offered by earned sick leave  
            legislation. 

          8.  Opponent Arguments  :

            Opponents representing many large and small business  
            associations argue that this bill would unreasonably expand  
            employers' burdens, costs and liability. They argue that many  
            employers already offer paid sick leave and believe that  
            California should incentivize this practice rather than  
                                                               mandate it. With regards to the cost concern, opponents point  
          Hearing Date:  June 11, 2014                             AB 1522  
          Consultant: Alma Perez-Schwab                            Page 10

          Senate Committee on Labor and Industrial Relations 
          








            out that many employers allow employees to accrue sick leave  
            per pay period or per month, not according to the number of  
            hours worked. Accordingly, such employers will have to  
            completely change their policies in order to mirror the  
            accrual rate proposed under this bill, resulting in increased  
            cost to employers.  Additionally, AB 1522 mandates that  
            accrued sick leave carry over from year to year, a practice  
            currently not required therefore imposing a new burden on  
            employers. 

            Regarding the various penalties contained in the bill,  
            opponents argue that, while an employee should be made whole  
            for any violation of the law, the layering of additional  
            penalties, such as treble damages, is simply an unjustified  
            windfall.  Opponents also object to the bill's creation of a  
            rebuttable presumption of retaliation, arguing that the burden  
            will fall on the employer to prove that employment decisions  
            were valid, instead of the burden falling on the employee to  
            prove retaliation. For example, an employee who took paid sick  
            leave returns to work the following day and is caught  
            stealing, he/she is then terminated, however,  this individual  
            would be protected under the automatic rebuttable presumption  
            and the burden would then fall on the employer to prove its  
            actions were valid.

            Another point of concern for opponents is the new posting and  
            notice requirements, with additional penalties for  
            noncompliance, required in the bill which they argue puts  
            employers at risk of litigation.  Current law already requires  
            employers to post over 15 different notices and they argue  
            that at some point the posting of such information becomes  
            just another added expense without any corresponding benefit  
            to employees overwhelmed with postings.  Also of concern to  
            opponents is the requirement in the bill that gives local  
            counties and cities authority to adopt more stringent paid  
            sick leave requirements than is included in the bill.  They  
            argue that this provision will create inconsistency and  
            confusion for California employers who operate in different  
            jurisdictions.  

            Opponents also contend that recent employer surveys of  
            jurisdictions that have adopted paid sick leave policies  
          Hearing Date:  June 11, 2014                             AB 1522  
          Consultant: Alma Perez-Schwab                            Page 11

          Senate Committee on Labor and Industrial Relations 
          








            indicated a negative impact on growth and jobs.  They write:

               The Employment Policies Institute recently published a  
               limited study on the effects of Connecticut's Paid Sick  
               Leave law that went into place in 2012 and only applies to  
               larger employers and non-exempt service workers.  Although  
               the survey was admittedly limited in the number of  
               businesses evaluated, the results indicate the new law has  
               had a negative impact on growth and jobs.  Of the 156  
               businesses that responded to the survey, 31 of the  
               businesses had reduced other employee benefits to balance  
               the cost of the paid sick leave; 12 had reduced employee  
               hours; 6 had reduced employee wages; 19 companies had  
               raised their prices; 6 companies had laid off employees;  
               and, 16 companies stated that they would limit their  
               expansion in the state.  Thirty-eight of the businesses  
               surveyed also indicated that they would hire fewer  
               employees as a direct result of the new law, while others  
               stated they planned to offer fewer raises.

            Opponents conclude that rather than mandate new requirements,  
            we should incentivize employers to offer these additional  
            benefits by reducing costs in other areas.  Among other  
            things, they suggest offsetting the burden to provide paid  
            sick leave by providing small employers with a tax credit for  
            the amount expended each year on paid sick leave.

            Concerns have also been raised by some contractors within the  
            construction industry regarding a one-size fits-all approach  
            arguing that it ignores the sanctity and value of collectively  
            bargained agreements (CBAs). They argue that the unionized  
            sector of the construction industry operates in a  
            "multi-employer" fashion whereby a worker often works for  
            multiple employers in a given year.  They argue that  
            implementing this measure in the multiemployer setting is next  
            to impossible and unfair leaving many questions answered. For  
            example, would an employer be liable to provide paid sick  
            leave for hours a worker accumulated working for another  
            employer under the same CBA? For these reasons, they argue  
            that CBAs in the construction industry should be exempted. 

          9.  Prior Legislation  :
          Hearing Date:  June 11, 2014                             AB 1522  
          Consultant: Alma Perez-Schwab                            Page 12

          Senate Committee on Labor and Industrial Relations 
          









            AB 400(Ma) of 2012:  Held in Assembly Committee on  
            Appropriations 
            Similar to this bill, but not identical, AB 400 differs in  
            that the minimum amount of paid sick days required by this  
            bill is (3) instead of (5) and this bill does not exempt small  
            businesses, not does it include a private right of action. 

            AB 1000(Ma) of 2009:  Held in Assembly Committee on  
            Appropriations 
            Also similar to this bill, AB 1000 was identical to AB 2716  
            (below). 

            AB 2716(Ma) of 2008:  Held in Senate Committee on  
            Appropriations 
            Similarly, AB 2716 would have required that employers provide  
            paid sick days to employees who work for seven or more days in  
            a calendar year.


                                       SUPPORT
          
          California Labor Federation, AFL-CIO (Co-Sponsor) 
          California State Council of the Service Employees International  
          Union (Co-Sponsor)
          Alameda Labor Council, AFL-CIO
          American Federation of State, County and Municipal Employees,  
          AFL-CIO
          California Catholic Conference of Bishops
          California Communities United Institute
          California Employment Lawyers Association 
          California Medical Association
          California Nurses Association
          California Professional Firefighters
          California School Employees Association, AFL-CIO
          California State Association of Electrical Workers
          California State Pipe Trades Council
          California Teachers Association
          California Work and Family Coalition
          Communication Workers of America, AFL-CIO, District 9
          Consumer Attorneys of California
          Family Caregiver Alliance
          Hearing Date:  June 11, 2014                             AB 1522  
          Consultant: Alma Perez-Schwab                            Page 13

          Senate Committee on Labor and Industrial Relations 
          








          Health Officers Association of California
          Legal Aid Society - Employment Law Center
          Next Generation
          Parent Voices
          United Domestic Workers of America, AFSCME, Local 3930
          Western Center on Law and Poverty
          Western State Council of Sheet Metal Workers
          Young Invincibles
          9to5 National Association of Working Women
          

                                     OPPOSITION
          

          Acclamation Insurance Management Services
          Air Conditioning Trade Association
          Alhambra Chamber of Commerce
          Allied Managed Care
          Associated Builders and Contractors - San Diego Chapter
          Associated Builders and Contractors of California
          Associated General Contractors
          Association of California Helathcare Districts
          Brawley Chamber of Commerce
          Brea Chamber of Commerce
          California Asian Chamber of Commerce
          California Association of Health Facilities
          California Association of Joint Powers Authorities
          California Association of Licensed Security Agencies, Guards and  
          Associates
          California Association of Sheet Metal Air Conditioning  
            Contractors, National Association
          California Association of Winegrape Growers
          California Attractions and Parks Association
          California Automatic Vendors Council 
          California Bankers Association  
          California Beer & Beverage Distributors
          California Business Properties Association
          California Business Roundtable 
          California Chamber of Commerce
          California Chapter of American Fence Association
          California Chapters of the National Electric Contractors  
            Association 
          Hearing Date:  June 11, 2014                             AB 1522  
          Consultant: Alma Perez-Schwab                            Page 14

          Senate Committee on Labor and Industrial Relations 
          








          California Employment Law Council
          California Farm Bureau Federation
          California Fence Contractors' Association
          California Grocers Association
          California Hotel & Lodging Association  
          California Independent Grocers Association 
          California League of Food Processors
          California Legislative Conference of the Plumbing, Heating and  
            Piping Industry 
          California Manufacturers and Technology Association
          California New Car Dealers Association
          California Newspaper Publishers Association
          California Pool and Spa Association 
          California Professional Association of Specialty Contractors
          California Restaurant Association 
          California Retailers Association
          California Special Districts Association
          California State Association of Counties
          California Travel Association
          California Trucking Association
          Carlsbad Chamber of Commerce
          CAWA - Representing the Automotive Parts Industry
          Cerritos Regional Chamber of Commerce
          Chambers of Commerce Alliance of Ventura & Santa Barbara  
          Counties
          City of La Mirada
          Dana Point Chamber of Commerce
          Desert Hot Springs Chamber of Commerce and Visitors Center
          El Centro Chamber of Commerce
          Flasher Barricade Association
          Fountain Valley Chamber of Commerce
          Fullerton Chamber of Commerce
          Gateway Chambers Alliance
          Greater Bakersfield Chamber of Commerce
          Greater Conejo Valley Chamber of Commerce
          Greater Fresno Area Chamber of Commerce
          Greater Riverside Chambers of Commerce
          Greater San Fernando Valley Chamber of Commerce
          Huntington Beach Chamber of Commerce
          League of California Cities
          Lodi Chamber of Commerce
          Long Beach Area Chamber of Commerce
          Hearing Date:  June 11, 2014                             AB 1522  
          Consultant: Alma Perez-Schwab                            Page 15

          Senate Committee on Labor and Industrial Relations 
          








          Marin Builders Association 
          National Federation of Independent Business
          Orange County Business Council
          Oxnard Chamber of Commerce
          Palm Desert Area Chamber of Commerce
          Plumbing-Heating-Cooling Contractors Association of California
          Porterville Chamber of Commerce
          Redondo Beach Chamber of Commerce
          Rural County Representatives of California
          San Diego East County Chamber of Commerce
          San Gabriel Valley Coalition 
          San Jose Silicon Valley Chamber of Commerce
          Santa Clara Chamber of Commerce and Convention-Visitors Bureau
          Simi Valley Chamber of Commerce
          Society for Human Resource Management
          Southwest California Legislative Council
          Tahoe Chamber of Commerce
          Torrance Area Chamber of Commerce
          Turlock Chamber of Commerce
          Urban Counties Caucus
          Visalia Chamber of Commerce
          Western Electrical Contractors Association 
          Western Growers Association 
          Wine Institute

















          Hearing Date:  June 11, 2014                             AB 1522  
          Consultant: Alma Perez-Schwab                            Page 16

          Senate Committee on Labor and Industrial Relations