“Anthony has been hands down the most attentive and proactive recruiter I've ever had the pleasure to work with. He kept me up-to-date with the roles he submitted me for in a timely manner and would constantly check in either by phone or email to see how my search was going. His motivation to find the best position for someone and genuinely caring in a time where it can be super stressful set him apart from the other recruiters. ”
Anthony Dang
San Francisco, California, United States
6K followers
500+ connections
6K followers
500+ connections
Experience
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Education
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Lambda Phi Epsilon
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Recommendations received
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Professor Hootsworth
California Employers: Big Compliance Changes Are Coming in 2026 — Are You Ready? New California laws are on the way, and they’ll reshape pay transparency, reporting duties, notice requirements, and more. Here’s what’s changing: New Pay Transparency & Equal Pay Requirements (Effective Jan. 1, 2026) 🔷Job postings must include a good-faith salary or wage estimate employers expect to pay upon hire. 🔷California’s Equal Pay Act now protects employees of “another sex,” expanding coverage to non-binary workers. 🔷Statute of limitations extended to three years, with up to six years of available relief. 🔷“Wages” now include all forms of pay: bonuses, stock, travel reimbursement, benefits, & more. Expanded Cal-WARN Act Notice Requirements (Effective Jan. 1, 2026) 🔷Notices must include new details on workforce services, CalFresh, rapid response support, & employer contact info. 🔷If coordinating with the local workforce development board, services must be arranged within 30 days. 🔷Cal-WARN notice not required when layoffs are caused by physical calamity or acts of war. New Mandatory “Know Your Rights” Workplace Notice (Effective Feb. 1, 2026) 🔷Employers must provide a stand-alone rights notice covering workers’ comp, immigration-related protections, union rights, & constitutional rights during law enforcement interactions 🔷Required upon hire, to all current employees by Feb. 1, 2026, & annually to labor representatives. 🔷Must be provided in the employee’s language (if available via the Labor Commissioner). 🔷New emergency-contact rules for employees arrested/detained at work. 🔷Penalties up to $500 per employee per violation. Ban on “Stay-or-Pay” Worker Contract Terms (Effective Jan. 1, 2026) 🔷Prohibits contracts requiring workers to repay training costs, relocation stipends, or similar expenses if employment ends. 🔷Applies to employees, candidates, trainees, & participants in training programs. 🔷Violations allow workers to recover up to $5,000, plus damages & attorneys’ fees. 🔷Several exceptions exist (e.g., government tuition repayment programs, apprenticeship programs). Expanded Personnel Record Requirements (Effective Jan. 1, 2026) 🔷“Personnel records” now include education/training information: provider name, dates, competencies, certifications, & more. 🔷Employers must maintain & provide these records upon request. Employer Takeaways California employers should begin preparing now by: ☑️ Reviewing and updating job posting templates. ☑️Auditing pay practices and compensation structures. ☑️Updating WARN Act procedures & notices. ☑️Preparing to distribute the new “Know Your Rights” notice & track compliance. ☑️Updating employment agreements to remove stay-or-pay provisions. ☑️Ensuring personnel files & training records meet expanded requirements. The volume and complexity of these updates mean early planning is essential. 🦉
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