AB 552: Agricultural Labor Relations Board: office.
The bill aims to amend the labor relations section of the California Labor Code. It would allow the Agricultural Labor Relations Board to establish an executive office, replacing the requirement for a principal office in Sacramento. This change would take effect until January 1, 2028. The bill also includes nonsubstantive changes.
| Feb. 02, 2026 | From committee: Filed with the Chief Clerk pursuant to Joint Rule 56. |
| Jan. 31, 2026 | Died pursuant to Art. IV, Sec. 10(c) of the Constitution. |
| Apr. 03, 2025 | From committee: Do pass and re-refer to Com. on APPR. (Ayes 6. Noes 0.) (April 2). Re-referred to Com. on APPR. |
| Mar. 17, 2025 | Re-referred to Com. on L. & E. |
| Mar. 13, 2025 | Referred to Com. on L. & E. |
| Amended IN Assembly March 13, 2025 |
| Introduced by Assembly Member Ortega |
February 11, 2025 |
LEGISLATIVE COUNSEL'S DIGEST
Existing law requires an employer who has voluntarily subjected itself to a social compliance audit, as defined, whether the audit is conducted in part, or in whole, to determine if child labor is involved in the employer’s operations or practices, to post a clear and conspicuous link on its internet website to a report detailing the findings of the employer’s compliance with child labor laws, as prescribed.
This bill would make a nonsubstantive change to that provision.
The people of the State of California do enact as follows:
SECTION 1.
Section 1142 of the Labor Code, as amended by Section 1 of Chapter 7 of the Statutes of 2023, is amended to read:1142.
(a) The(a)An employer who has voluntarily subjected itself to a social compliance audit, whether the audit is conducted in part, or in whole, to determine if child labor is involved in the employer’s operations or practices, shall post a clear and conspicuous link on its internet website to a report detailing the findings of the employer’s compliance with child labor laws.
(b)A report described in subdivision (a) shall contain all of the following:
(1)The year, month, day, and time the audit was conducted and whether the audit was conducted during a day shift or night shift.
(2)Whether the employer did or did not engage in, or support the use of, child labor.
(3)A copy of any written policies and procedures the employer has and had regarding child employees.
(4)Whether the employer exposed children to any workplace situations that were hazardous or unsafe to their physical and mental health and development.
(5)Whether children worked within or outside regular school hours, or during night hours, for the employer.
(6)A statement that the auditing company is not a government agency and is not authorized to verify compliance with state and federal labor laws or other health and safety regulations.