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CA AB2095
Bill
Status
Introduced
2/18/2026
Primary Sponsor
Alex Lee
Click for details
AI Summary
- Prohibits employers with 5+ employees from asking about conviction history or requesting background check consent before making a conditional job offer and providing a list of job duties that may conflict with a conviction
- Requires employers to conduct a written individualized assessment demonstrating a "direct and adverse relationship" between a conviction and specific job duties before taking adverse action against an applicant
- Creates a rebuttable presumption that conviction history is not disqualifying if the applicant has completed their sentence or holds a required government-issued license or credential for the position
- Extends the applicant response period from 5 to 10 business days when disputing conviction history accuracy, and requires employers to provide written explanations for both preliminary and final denial decisions
- Removes the existing exemption for farm labor contractor positions and narrows exemptions for positions requiring background checks by state or federal law, adding new notice and process requirements for those positions
Legislative Description
Employment discrimination: conviction history.
Last Action
Referred to Coms. on L. & E. and JUD.
3/9/2026
Committee Referrals
Labor and Employment3/9/2026
Full Bill Text
No bill text available