Only a few employment-related bills made it through the legislative process this year. This is mostly a reflection of the split government. Remember, to an outside observer, California politics is polarized on a coprorate/union axis with other interest groups not holding nearly as much sway.

AB 1093 allows for final “termination pay” to be made by direct deposit to a bank with a location in California, even if not headquartered here. It also clarifies some aspects of a computer programmer’s exemption from overtime rules. Nothing too big here.

AB 1311 harmonizes service rules between DLSE hearings and civil suits. No biggie either.

SB 101 is discussed below–only put the last 4 digits of a social on a pay stub!

Sb 184 ups a talent agencies bond requirement to $50,000. Hmph.

The gridlock in Sacramento has succeeded in doing one thing: limiting the amount of topics for people like me to speak about to potential clients in the spring. There really isn’t that much change in the law this year. I think that’s a good thing–so we can let all of the rapid change in the past few years sink in.

2005 — that’s a wrap. I’ll keep my ears open for a veto overried on minimum wages, but otherwise, 2005 legislative updates are done.

UPDATE: Littler’s summary is here.

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